Variance Analysis and Flexible Budget

Question: Talk about the Variance Analysis and Flexible Budget. Answer: Presentation The expanded rivalry has constrained the associations to invest in additional amounts of energy to control the cost and improve the monetary presentation of the business (Berger, 2011). With regards to this, the report introduced here arrangements with the investigation of the monetary presentation of Wildwood Creations Ltd for the money related year 2015-16. Looking at the planned figures against the genuine, a broad investigation has been performed to discover the fluctuations and the purposes behind such differences. Further, the report additionally covers conversation on the adaptable spending plan being set up for the organization for the monetary year 2015-16. Spending Vs Actual and Variance Analysis The organization intended to work at the limit of 17,060 hours for the monetary year 2015-16. At this limit level, the arranged incomes of the organization were $947,800 with the desires for gaining $19,191 as net benefit subsequent to meeting all the costs (informative supplement 1). In any case, when the genuine budgetary presentation was contrasted and the planned, it was discovered that the organization was short by $2,917 in accomplishing the benefits. The change examination was led to discover the purposes behind the distinctions in the planned and real benefit. The fluctuation report shows that the incomes of the organization expanded by $55,390 yet regardless of that the net benefit decreased by $2,917 (addendum 2). The decrease in benefit was predominantly because of increment in the costs, for example, pay rates for significant fix administrations, material for new tables, notice, and office lease. Among these the greatest fluctuation was seen to be in the pay rates for significant fix administrations, which were seen as over spent by $48,552 (Appendix-2). The real hours worked for the monetary year 2015-16 were 19,543, which surpass to the planned hours by 2,483 hours. The pay rates for significant fixes were payable on every hour premise, which suggests that these were variable. Due to of being variable nature, the abundance genuine hours expanded the spending on pay rates for significant fixes generously in the money related year 2015-16. Adaptable Budget The adaptable spending plan for Wildwood Creations Ltd for the monetary year 2015-16 has been appeared in informative supplement 3 (Crosson Needles, 2010). The adaptable financial plan portrays that the incomes of the organization ought to have been $1,149,199.42 at the genuine limit use. In spite of the fact that, the real incomes are more prominent than the planned figures, in any case, since the genuine hours worked have expanded to 19,543, the incomes of the organization ought to have expanded to $1,149,199.42. Further, the all out factor cost was planned at $902,016, which, having respect to the augmentation in the limit level ought to have been 1,033,300.04. Notwithstanding, since the fixed expenses continue as before, in this way, the fixed expenses don't change in the adaptable spending plan (Crosson Needles, 2010). The all out benefit according to adaptable spending plan is $34,699.80, which is more prominent than the planned benefit of $19,191. End From the examination, it could be explained that the companys money related execution has been poor in the budgetary year 2015-16. At the genuine degree of limit use, the organization ought to have accomplished a benefit of $34,699.38 while the organization earned just $16,274. All together reinforces the money related execution; the organization should drop down the pay cost brought about on significant fixes. For this reason, the organization can consider changing from contract base work to perpetual salaried representatives who will be paid on a month to month premise. References Berger, A. (2011). Standard costing, fluctuation investigation and dynamic. Smile Verlag. Crosson, S.V. Needles, B.E. (2010). Administrative bookkeeping. Cengage Learning.

Discuss the rationale and impact of the decision on company law Essay - 1

Talk about the justification and effect of the choice on organization law - Essay Example The case and its resulting administering were noteworthy in advising progressive laws that would help moderate on the various question emerging from business commitment. The teaching of corporate personality for instance absolves the investors of a ruined organization from any case by loan bosses since the organization turns into the respondent in such cases. Mr. Aron Salomon ran an effective shoe producing in the United Kingdom. The boot fabricating business was a significant achievement consequently luring his children who communicated enthusiasm for joining the business. Thusly, Mr. Salomon transformed his business into a constrained organization, which at that point bought his past business at an expense of  £39,000. Mr. Salomon turned into the company’s biggest investor after he bought 20,001 portions of the company’s 20,007 offers. Furthermore, he credited the organization  £10,000. Sadly, ensuing years got ominous for the business consequently causing gigantic loses for the organization. The administration, which was the company’s significant client, pulled back its delicate in this manner prompting a monstrous decrease of the company’s income. The organization in this manner started defaulting on the  £10,000 debenture it owed Salmon. Half of the debenture had a place with Broderip who the sued th e organization along these lines compelling the administration to put the organization under liquidation. The organization paid Broderip his  £5,000 however this left the organization at a flimsy situation since it couldn't pay the other unbound banks. The organization neglected to repay the unbound loan bosses. The outlet inferred that the legislature ought not respect the skimming charge. Such an activity would make Salmon by and by liable for the obligation. Salmon challenged the choice in court in this way prompting a protracted court fight that would change the country’s organization law. Toward the finish of the length legal disputes that wound up at the House of Lords, the legislators valued the way that an organization is autonomous and along these lines a different legitimate substance. In cases

Dangerous Minds: Criminal Profiling

Perilous MINDS: CRIMINAL PROFILING Author’s Note This paper was set up for Into to Forensic Psychology PSY-501 instructed by Professor Anna Moriarty Abstract Profiling is introduced on the conviction that conduct can be anticipated dependent on information on a person's character and individual attributes. Criminal profiling limits this conduct investigation to suspects in the expectations that law authorization will have the option to limit the pool of potential hoodlums and discover the individual or people that perpetrated the crime.Most law requirement action happens after a wrongdoing has been carried out and they as a rule have a brief timeframe period in which to get the lawbreaker. On the off chance that the police are sufficiently fortunate to get a case in the beginning times, time is significantly increasingly critical. This paper talks about how the utilization of criminal mental profiling to recognize culprits of explicit wrongdoings has gotten increasingly ordina ry in present day police work. Risky Minds: Criminal ProfilingCriminal or guilty party profiling as it is now and then alluded to, is a law implementation examination strategy that endeavors to decide the kind of individual who may have perpetrated the wrongdoing dependent on an individual’s conduct at the wrongdoing scene or at numerous wrongdoing scenes (Devery, 2010). It depends on the reason that people are animals of propensity and will follow an example of conduct. Profilers depend on the way that typical human conduct; qualities and examples stay predictable, paying little mind to the activity (Davis, 1999). A profile is a rundown of likely qualities that the person who carried out the wrongdoing possesses.The motivation behind the profile, similar to all other insightful instruments, is to limit the quest parameters for police to a characterized set of suspects that they can match to criminological or physical proof in the event that it has been recouped and is access ible (Davis, 1999). Criminal profiling is certainly not another idea. Early utilization of conduct examination in criminal cases goes back to the 1800s. It was created in light of fierce wrongdoings that frequently get the most exposure and produce the most dread among individuals from people in general (Davis, 1999). These are the cases that police are feeling the squeeze to tackle quickly.Public impression of wrongdoing and criminal profiling is formed by famous media, which gives an unreasonable perspective on what profiling adds to an examination. Much the same as the â€Å"CSI effect† people in general accepts that a profiler can figure out who did it, find that individual and forestall further mischief all in a half hour. Analysts who work these cases comprehend that criminal profiling is a significant method that isn't worth a lot alone yet when added to criminological proof it disposes of suspects and fabricates a solid body of evidence against real perpetrators.There are a few kinds of rough wrongdoings, for example, killer, assaults, attack, snatching, furnished burglaries, etc. A portion of these wrongdoings are perpetrated by individuals with a criminal past and some are on account of an individual with no criminal history. The sheer number of potential suspects can be faltering. The opposite may likewise be valid, where no suspect rises the extent of the examination increments generously. Most police offices particularly those in less populated regions don't have adequate assets or aptitude to deal with such wide arriving at examinations (Davis, 1999).Types of Criminal Profiling There are two significant sorts of criminal profiling, wrongdoing scene examination and analytical brain science (Devery, 2010). The two strategies were made autonomously of one another yet utilize huge numbers of similar methodology. John Douglas, a Federal Bureau of Investigation (FBI) operator for a long time in the Investigative Support Unit (ISU) is credited wi th the advancement of the profiling strategies that are presently instructed and utilized in the FBI’s Behavioral Science Unit (Devery, 2010). His strategies were conceived out of the ISU’s assurance to work unsolved rough wrongdoings during the 1970s (Devery, 2010).The second significant sort of criminal profiling is known as Investigative Psychology. This way to deal with profiling was made by Dr. David Canter, a British clinician. Insightful brain science endeavors to coordinate the prevailing topics in an offender’s wrongdoings to trademark parts of their ways of life and criminal history (Canter, 1989). The objective of this method is to accomplish a watched, as opposed to instinctive reason for criminal profiling that can be estimated and tried in a logical way (Canter, 1989).There are two other criminal profiling procedures that are in the testing stages and as such are not yet broadly utilized or acknowledged. The first is Diagnostic Evaluation (Devery, 2010). Indicative assessment relies upon the clinical evaluation of the wrongdoer by an emotional well-being proficient (Devery, 2010). In this methodology the profile depends essentially on psychoanalytic standards and the individual practitioners’ clinical discernments. The second, land profiling investigates the spatial dynamic procedure of wrongdoers and relates it to wrongdoing casualties and wrongdoing scene areas (Davis, 1999).This profile gives data on how culprits focus on their casualties. How is a Criminal Profile Created? The demonstration of building up a profile is a procedure not an occasion. A criminal profiler will examine certain physical characteristics of a presume, for example, race, sex, private or individual area, conjugal status, occupation and significantly more (Devery, 2010). What's more, they will search for explicit mental qualities, for example, character type, mental propensities and conduct attributes (Devery, 2010).A criminal profiler will ins pect what occurred at the wrongdoing scene, decide the characteristics of the individual that perpetrated the wrongdoing, and create a rundown of normal attributes and practices of that individual. Criminal profiling includes examining a perpetrator’s conduct, intention, and their experience history, trying to control the focal point of an examination (Winerman, 2004). A significant part of the profile depends on verifiable information that has been arranged throughout the years which contains the proof and techniques utilized by crooks in past violations, just as mental and sociological investigations of criminal personalities (Winerman, 2004).The criminal profiler matches the proof from the current wrongdoing against those utilized by different lawbreakers and afterward searches for connections dependent on probabilities (Young, 2006). Hence the profile itself is the result of a progression of determined suppositions that analyze over a significant time span violations. The FBI Crime Scene Analysis Approach: Organized or Disorganized? The FBI wrongdoing scene investigation way to deal with profiling depends on the reason that the wrongdoing scene mirrors the character of the perpetrator.FBI profilers produce mental profiles of the culprits utilizing data accumulated at a wrongdoing scene and by analyzing the idea of the wrongdoing itself (Young, 2006). Through long periods of study they have had the option to recognize certain characteristics that put killers into one of two gatherings: composed and confused. A sorted out killer is regularly profiled as being highlyâ keen, socially equipped and appealling. A disarranged killer is profiled as being of normal insight, sociallyâ immature, and a loner.Other contrasts among sorted out and disordered killers can been seen while inspecting the degree of arranging the wrongdoing, how they focus on their casualties and the way of death. Sorted out executioners display precise examples of conduct and very mu ch characterized plans. They cautiously select outsiders as casualties, request that the casualties be agreeable, there is discipline in the real way of death, they leave almost no proof at the wrongdoing scene and may slaughter at one site and discard the body at another site so as to stay away from recognition. Interestingly, complicated killers are unconstrained in carrying out the crime.There is almost no arranging; they normally know about or know their casualties, and the way of death is an unexpected assault, which brings about a lot of physical proof at the wrongdoing scene (Davis, 1999). All together for a nearby office to acquire a FBI criminal profile they need to demand their help and the case to be dissected must meet certain rules. The case must include a rough wrongdoing, the culprit must be obscure, generally alluded to as the â€Å"Unsub† for obscure subject and all major investigatory leads must have just been depleted (Devery, 2010).When making a criminal p rofile FBI profilers utilize a six-phase process (Davis, 1999). The principal stage is referred to as contribution as it is set apart by the assortment of wrongdoing scene photos and charts, police reports, casualty and scientific information and all other data associated with the case (Davis, 1999). Additionally called the way and-technique stage it includes an assessment of every specialized part of the wrongdoing. For instance, what kind of weapon was utilized and how was it utilized? Was the taken shots at short proximity? Was it a solitary shot or numerous rounds?The second stage is the choice procedure stage (Davis, 1999). The profiler surveys all information and data and sorts out it into primer profile. During this stage the profile will sort the idea of the crime (e. g. , single, mass, or sequential homicide), the expectation of the culprit (e. g. , was this the arranged wrongdoing or did it happen in the commission of a different wrongdoing), the nature of the person in qu estion (e. g. , whether the casualty was a high or okay objective), and the level of hazard that the culprit attempted to perpetrate the crime.The area (s) of the wrongdoing and the conceivable time span that was taken to complete the offense (s) will likewise be assessed. (Davis, 1999). The third stage is wrongdoing evaluation (Davis, 1999). The profiler will endeavor to think like the culprit to pick up knowledge regarding their thinking forms. For instance, the choice of a casualty is regularly irregular and dependent on designs that lone sound good to the culprit. The profiler will attempt to esta

Cyber Intelligence And Importance Of The Threats †Free Samples

Question: Examine about the Cyber Intelligence And Importance Of The Threats. Answer: Presentation The term dangers are regularly used to portray the obscure administrations and assaults of the pariahs to the framework. They are frequently a mishandled term, particularly when the risk to one of the association may not be a danger to another. Numerous associations are neglecting to comprehend the significance of the dangers and didn't find a way to limit the assets from where they are coming (Ahuja, 2016). With no thoughts and security information, they share the data on the web that builds the opportunity of hazard and powerlessness investigation. So as to fix the issues, there ought to be a mix of ability, aim and the chance. With the mix with these three, the segments of the dangers will break (Carraher, 2013). Data required to settle on key choices The digital insight is one of the most basic terms for the association perspective so as to improve the abilities, productivity and the importance of the framework by improving the danger discovery techniques, crisis or prioritization reactions. The digital knowledge is characterized as the data that the IT parts requirement for recognizing the current and potential dangers on the gadget. The digital knowledge is the yield of the risk inquire about and the different examinations done on the frameworks of the associations (Craig, 2017). According to Demertzis Iliadis, the senior supervisory group should settle on some vital choices so as to clarify the viable survey and measure the dangers to the senior supervisory crew and different partners. They ought to team up with the individuals from the law requirement, guard association, the insight network and the other data security networks of the association in a particular and significant manner (Demertzis Iliadis, 2016). The senior colleagues ought to depict an applicable standard of ingenuity to the examiners, controllers just as to the partners. They ought to limit the use of the different business to the lawful segments and the administrative. They ought to depict the different assets identified with the security by characterizing what is important to the association just as the danger to the organization. It is imperative to comprehend the security escape clauses of the current frameworks. The escape clauses of the gadgets are the most basic part if there should arise an occurrence of the danger location. The representatives need to comprehend the significance of the provisos inside the association (Gottschalk, 2016). Aside from the escape clauses of the gadgets, it is significant on some portion of the representatives to comprehend the dangers and what are the potential things that should be possible on the frameworks. The senior group ought to have an eye on the different branches of the association. They ought to likewise think about the job, nature and personality of the client on premise of the time span, choice procedure, the extent of assortments, potential enemies and on the specialized level that are accessible i n the assortment of the digital knowledge (Ojiako, et al., 2015). In light of these elements, the possibility of vital digital knowledge is kept up by the senior groups of the executives both in private just as in open divisions. The primary objective of such projects is to limit the odds of hazard from the basic choice and declares of the association. It causes the senior group to safeguard the association from dangers. An effective key digital insight arranging assumes an essential job in safeguarding the legislature and private parts. Data Needed about the potential foe (or outside condition) The association didn't consider them as luring objective for the digital assaults until after the occasion have happened. To keep the association from the unexpected occurrences from the assailants, the association ought to play out the danger based appraisal that will take an outward-looking and insight driven way to deal with comprehend the genuine significance of the dangers scene and furthermore to distinguish the potential dangers (Reddington Sahota, 2017). As per Rescher, the association needs to comprehend which kind of digital risk on-screen characters are going to assault in the digital episode and what the explanation is. The potential entertainers incorporate the venomous insider, cybercriminals, hacktivists and the fear mongers. The association needs to comprehend the danger and ought to assess the hazard before it prompts some huge issues inside the association (Rescher, 2017). They should try to comprehend the foe manner of thinking through the red preparing. The red preparing group are all around prepared and versed in the teaching, procedures and the TTP. Different techniques and targets are cleared from this preparation that encourages the group to dissect the treat effectively inside the framework. There are different strategies the association ought to consider to expand the risk location techniques in the association. The working environment ought to have the cameras and there shouldn't be any paper on the work area. The paper archives can be spilled to different representatives that may have some significant data. The locking arrangement of the association ought to be kept up appropriately after the representative left the work area (Singh Verma, 2014). The passwords of the frameworks ought to be kept up appropriately and that ought to have a decent quality. The workers should check the entrance of their own framework normally that will naturally lessen the odds of outside assaults. The association shouldn't permit the information stockpiling gadgets to the association which has colossal odds of moving the significant data from one gadget to the next. The different powerful assortment and the examination strategies won't the whole domain of dangers action. So the association needs to include the enhancement to the going assortment and examination endeavors of the association. Security pose identified with association's benefits of significant worth A pertinent danger knowledge program in the association will empower the cutting edge investigation that primarily centers around the chase missions of the security areas of the association. In the ongoing situation, the Reo procedure has exceptionally been utilized by different associations in the Australia. The procedure empowers the client to comprehend the nuts and bolts of the security rules that are accessible in the framework (Wanda Stian, 2015). These rules will keep the framework from any assaults that get the opportunities of spilling of data. Each gadget or framework ought to experience the inside and outside quality examination of the framework. According to Singh Vermal, the inner and outer nature of the framework will give the whole information about the partners, clients just as about the basic data. The product and the antivirus ought to be refreshed to a customary form. The framework ought to have the refreshed rendition of the product so the assaults can be effortlessly related to the headway in the innovation (Singh Verma, 2014). End The fundamental point of the association is to actualize the vital digital knowledge capacity that will decrease the odds of the treats and dangers from the framework. To actualize this, the association ought to keep up the knowledge assets appropriately, ought to guarantee the basic missions and business needs. These procedures will at last increment the understanding ability of its assaults and help it to relate it with the surface potential dangers on-screen characters who have terrible goals to abuse the association's vulnerabilities. With the assistance of the senior heads of the association, the examination procedure will be upgraded and permits the senior chiefs to take the significant choices for the organization. The capacity to make the viable evaluation and the scope of the dangers are diminished that enables the partners for a superior business to bargain. The coordinated effort between the information and the sharing framework will increment in a significant way with the law requirement and guard associations. The knowledge network and other security groups work with more intrigue and assets that help to diminish the dangers from the framework. References Ahuja, D., Ahuja, A. (2016). Business Intelligence in Management-Strategic Approach.International Journal of Research in IT and Management,6(1), 49-59. Carraher, S. M. (2013). Flagging insight, the executives history, wed go-round, and research.Journal of Management History,19(2). Craig, T. (2017). Insight Management and the security smokestack in Northern Ireland, 1968-1974. Demertzis, K., Iliadis, L. (2016). Ladon: A Cyber-Threat Bio-Inspired Intelligence Management System.Journal of Applied Mathematics and Bioinformatics,6(3), 45. Gottschalk, P. (2016).Investigation and avoidance of money related wrongdoing: Knowledge the board, insight methodology and official administration. CRC Press. Ojiako, U., Chipulu, M., Karatas-Ozkan, M., Siao, M. J., Maguire, S. (2015). Insight the board open doors for SMEs.Journal of Small Business and Enterprise Development,22(4), 698-715. Reddington, F. X., Sahota, N. (2017).U.S. Patent No. 9,659,266. Washington, DC: U.S. Patent and Trademark Office. Rescher, N. (2017).Espionage, Statecraft, and the Theory of Reporting: A Philosophical Essay on Intelligence Management. College of Pittsburgh Press. Singh, P., Verma, G. (2014). Secret shopping: Measurement instrument for client knowledge management.IOSR Journal of Business and Management,16(6), 101-104. Wanda, P., Stian, S. (2015). The Secret of my Success: An exploratory investigation of Business Intelligence the executives in the Norwegian Industry.Procedia Computer Science,64, 240-247.

When to Stop Using ADHD Medications

When to Stop Using ADHD Medications ADHD Treatment Print When and How a Child Should Stop Using ADHD Medications By Vincent Iannelli, MD facebook Vincent Iannelli, MD, is a board-certified pediatrician and fellow of the American Academy of Pediatrics. Dr. Iannelli has cared for children for more than 20 years. Learn about our editorial policy Vincent Iannelli, MD Medically reviewed by a board-certified physician Updated on February 04, 2020 ADHD Overview Symptoms Causes Diagnosis Treatment Living With In Children slobo / Getty Images ADHD is a condition that is well-recognized by most parents, teachers, and pediatricians. Kids with ADHD symptoms typically have problems paying attention, get easily distracted, and/or are hyperactive and impulsive. Starting ADHD Medications It is often clear when a child needs to start ADHD medications, as their ADHD symptoms are causing some form of impairment  so that they have: Trouble in the classroom and are falling behind at schoolDifficulty making and keeping friendsProblems in after-school activities and sportsBehavior problems at school and/or at home For these children, an ADHD medicationâ€"usually a stimulantâ€"is the recommended ADHD treatment to target these core ADHD symptoms. Behavior therapy, instead of or in addition to a stimulant, is also sometimes recommended. Stopping ADHD Medications It is usually a lot less clear whether your child should be taken off ADHD medication after he has been doing well for some time. Should he take them for the rest of his life, which might seem reasonable to some parents  as many adults are now getting diagnosed and treated for ADHD? Or should your child stop taking his ADHD medications: Because he is having too many ADHD medication side effects, like a decreased appetite, insomnia, feeling too calm, or moodiness?When he doesnt want to take it anymore, often when he becomes a teenager?At the beginning of every school year to see if he actually needs them anymore? By themselves, none of those are really good reasons for a child to stop taking his ADHD medications. For example, if he is simply having too many side effects, a lower dose or medication change might be better than just stopping medications altogether. Unfortunately, once a child is on an ADHD medication and doing well, many parents and pediatricians dont want to rock the boat, and will continue the medication from one year to the next, never really considering if it is still necessary. The American Academy of Child and Adolescent Psychiatry (AACAP), in their practice parameter on treating kids with ADHD, states that: Patients should be assessed periodically to determine whether there is a continued need for treatment or if symptoms have remitted.?? As a part of a periodical assessment, the physician and family should look for signs that indicate the child might be able to stop his ADHD medication.?? These include: He has been well-controlled and free of ADHD symptoms for at least one year while taking medication.You havent needed to increase his dose of medication, despite the fact that he has grown and gained weight in the past year or two.ADHD symptoms are not noticeable on days that you dont give him his medication or he forgets to take it. Keep in mind that not every child is going to be able to stop taking his ADHD medication when he gets older. ADHD symptoms likely are never outgrown, although hyperactivity symptoms often decrease as a child gets older. Some children, depending on the severity of their ADHD symptoms, may be able to manage without medication. Others continue to take medication all through high school and even when they go off to college. When to Stop ADHD Medications If you, together with your pediatrician and your child, decide that stopping his ADHD medication might be a good idea, it is important to choose a good time to try it. Stopping an ADHD medication at the beginning of a new school year or other high-stress time is rarely a good time, and almost sets your child up to fail a trial off medication. Wait for a low-stress time when your child is in a good routine at schoolâ€"perhaps after a round of tests, when school might be a little easier. Even a vacation might not be a good time, since your child wont have the same demands as he would at school, such as reading, going to class, studying, etc. Once you do stop his medication, be sure to regularly check and make sure that your child is continuing to do well. If his ADHD symptoms become more apparent and affect his schoolwork, how he interacts with his friends and family, or other things, then consider talking to his pediatrician about restarting his medication. Dont just wait for your childs next report card, though. Instead, give each of your childs teachers an  ADHD questionnaire to fill out in about two weeks, such as the Vanderbilt Assessment Follow-up form. A parent form is also available, and both can be scored by your pediatrician to make sure your childs trial off his ADHD medication is really working. Teens and ADHD Medications Since the non-medical use of stimulants or abuse of Ritalin and Adderall is an increasing problem in teens and young adults, most parents likely wouldnt think that getting teens to take their prescribed ADHD medications would be a problem. Unfortunately, compliance with taking their ADHD medication often becomes a problem for teenagers, both for teens who have been taking their medication for years and those who are just starting to take something. In fact, growing feelings of independence among teenagers often make  them resistant to taking any medications for chronic conditions. You might be able to improve teen compliance, if a trial off medication isnt a good option, by: Getting your teen involved in the decision on whether or not to continue taking his medication, instead of simply trying to force him to take itMaking sure your teen understands that his ADHD medication isnt a cure or crutch and is like taking any other medication for a chronic condition, like using an inhaler for asthmaTalking to your pediatrician and making sure your teen doesnt have another problem, such as depression, anxiety, oppositional defiant disorder, drug use, etc., that is contributing to his non-complianceAdjusting your teens medication dosage or changing medications if side effects are a problem, even settling for a reduction in ADHD symptoms instead of trying to get rid of them altogetherConsidering allowing your teen to take breaks from his ADHD medication on weekends and other breaks from schoolGetting help at school or after school, such as extra tutoring, when trying a trial off ADHD medications Extra counseling and behavior therapy are also good options if your teen resists taking his medication and his grades, relationships, and behavior at home begin to suffer. The 9 Best Online Therapy Programs

5 Common Characteristics of Successful Med School Applicants

After reading thousands of applications over the years, I’ve noticed that there are common strategies that successful applicants use in their application essays. You, too, can use these strategies to earn an interview and acceptance. The best application essays: 1. Avoid verbatim repetition It may be impossible not to mention the same activity or experience twice in your application, for example in the activities description and personal statement, but you can cover it from an entirely different angle. Never use the exact same sentences or descriptions. You can reframe the information. There should be some consistency in your life experiences. 2. Maintain a balance between personal and professional information The best personal statements often maintain a strong balance between sharing enough personal information to be interesting and unique and enough professional background to help you appear as an accomplished and well-qualified applicant. Sharing too much personal information can make your readers squirm! Or on the other side of the spectrum, being too professional can make you seem like a robot. Be sure to include only what you’re comfortable discussing in an interview. ; 3. Are authentic Spend some time reflecting on your motivations for going into a career in medicine. The more honest you can be about your reasoning, the stronger your essays will be. Journaling and talking with friends and family can help you identify that information. 4. Are strategic They address any concerns that the admissions committee may have about your application. By anticipating and responding to these questions, you will be demonstrating great maturity and intelligence. 5. Provide evidence of improvement Whatever weakness you have identified, it’s important to show improvement. If you had a decreasing trend in your GPA for a quarter or year, explain what happened. End on a high note by focusing your reader’s attention on the improvement you made to your GPA or how you graduated with an increasing trend. Your audience is made up of doctors who love data and numbers.   These are some general goals that you can set for your application essays. By double checking that you have met each one, you can ensure that your application will be more closely reviewed. They may even help you earn an interview! Do you need help strengthening your med school application? Check out our  medical school admissions services. ; Alicia McNease Nimonkar worked for 5 years as the Student Advisor Director at the UC Davis School of Medicine's postbac program where she both evaluated applications and advised students applying successfully to med school and other health professional programs. She has served Accepted's clients since 2012 with roughly a 90% success rate. She has a Master of Arts in Composition and Rhetoric as well as Literature.  Want Alicia to help you get Accepted? Click here to get in touch! Related Resources: †¢Ã‚  5 Fatal Flaws to Avoid in Your Medical School Application Essays †¢Ã‚  Why Do You Want to Be a Doctor? [Short Video] †¢Ã‚  4 Things Your Medical School Application Needs to Reveal

Cyber Bullying And Its Effect On Our Youth - 930 Words

Cyber-bulling â€Å"Cyber-bullying and its Effect on our Youth,† has released some useful information to American Osteopathic Association directed by unknown author and Dr. Jennifer N. Caudle, certified family physician. Dr. Caudle approaches to parents while she breaks down some statistics that could potentially prevent cyber bullying. Although, the author of the article along with Dr. Caudle does not reveal sufficient information of cyber bullying, the information given can be wisely incorporated as a lead into cyber bullying conversation. The author begins the article acknowledging different devices youths regularly operate. This type of introduction includes the impact of technology among young children, which implies the technique of author’s smooth and clever way to earn parents attention. After listing the latest and most popular devices author surely maintains readers engaged, while most of the individuals can easily relate to its points due to usage of those de vices in their family. With argue that cyber bulling is well mental and psychological destructive just as a physical and verbal bullying, author insist that parents must consider all tactics and strategies to prevent cyber bullying on their children. Author does not provide any background or knowledge of this argument. However, including myself as a parent, the author persuades a valid point that all parents should take serious precautions when it comes to children and media. Moving along, author appeals to theShow MoreRelatedThe Problem of Cyber Bullying1323 Words   |  6 Pages(â€Å"An Old Problem with a New Face†). Since the rapid growth of technology, cyber bullying has become life-threatening for too many teenagers. Now that teenagers have phones and technology almost twenty-four hours a day, they are putting themselves at a greater risk of being cyber bullied. Cyber bullying is different from regular, old-school bullying; cyber bullying is using the internet to ruin the life of other teenagers. â€Å"Cyber bulling is when a teenager is tormented, threatened, harassed, humiliatedRead MoreCyber Bullying : Bullying And Bullying899 Words   |  4 PagesTeenagers and Cyber Bullying Stop Cyber Bullying for Good While teenagers are widely affected by bullying in person, the internet has widened the playing field. Cyber Bullying (and bullying in general) is done with the primary purpose of inflicting emotional distress on the victim. Much more of the cruel incidents will occur if the issue is not fixed. The thought of others not knowing who is doing the bullying could be the reason why teens find it more appealing to cyber bully. MoreRead MoreThe Spreading of Cyber Bullying1599 Words   |  6 Pages Cyber bullying is a growing problem and has moved to the forefront of public concern in recent years due to a large number of incidents that have received media attention (Tokunaga, 2009). Most recently, a case involving a 12-year old girl who committed suicide as a result from cyber bullying received national attention. This case occurred in Polk County, Fl., and has been described as one of the most tragic cyber bullying stories of our time (Hellmich, 2013). Rebecca Sedwick of Lakeland, Fla Read MoreCyber-bullying Powered by Technology869 Words   |  4 PagesCyber-bullying has become a huge issue recently not only in high school but in the middle schools as well. For awhile there it seemed that just about every time you turned on the news there was another story of bullying or a suicide related to bullying incident being reported. â€Å"Love is louder† has become a popular phrase among celebrities and other influential figures lately. They’re trying to send out a message to anyone listening saying that bullying is wrong and it shouldn’t be tolerated. WithRead MoreHow Social Media Improved Communication? Essay876 Words   |  4 Pagesgrowing very rapidly. It changes and affects each person in a different way, or ways. Some may argue that social media has a bad influence on children and young adults, and that it negatively effects their brains, character, or personalities, while most people see that the social media has a more positive effect on t hem than a negative one. Moreover, social media has helped many people around the world to connect, or re-connect, with each other, easily. Social media is basically the new way of keepingRead MoreCyber Bullying : Experienced Cyber Threats Online And On Social Media1439 Words   |  6 PagesDevereux 9/15/14 Cyber Bullying More than one in three young teens has experienced cyber threats online and on social media. Specifically 83% of teenagers use a cell phone regularly, making it the most popular form of technology and an easier way to access the internet. Being tormented, threatened, harassed, humiliated, embarrassed and otherwise targeted by another teen is known as cyber bullying. With statistics this alarmingly high, bullying has become the largest issue facing general youth society inRead MoreCyber Bullying And The Internet1324 Words   |  6 Pagesmost powerful form of bullying, called cyber bullying. Unfortunately, no one is exempt from cyber bullying. The Internet is a tool that gives anyone a voice, including bullies. It is a marvelous element that has become an operating tool in our daily lives. We learn from it, communicate with it, and are entertained by it. However, there are people who use it to mistreat others. We hear on the news, more often than we should, of young people committing suicide due to cyber bullying. While there are bulliesRead MoreAn Analysis of Cyber-Bullying in a Multiethnic Sample Essays974 Words   |  4 Pagestoday’s youth, affecting not just students but adults and teachers alike in combating what is popularly known as cyber-bullying. Cyber-bullying emerged from the anonymity technology provides bullies, the victims’ would receive repeated taunts, flames, in the form of emails, text messages, messages lefts on the victims’ social networking sites up to exclusion from those media sites. Goebert, D., Else, I., Matsu, C., Chung-Do, J., and Chang, J.Y., (2011) looked into the effects of cyber bullying on theRead MoreBullying: A Repetitious Epidemic Essay1606 Words   |  7 Pagesâ€Å"New bullying statistics for 2010 revealed about one in seven students in grades kindergarten through 12th grade is either a bully or has been a victim of bullying† (â€Å"Bullying Statistics 2010†). How does a person detect whether someone is being bullied? â€Å"A person is bullied when he or she is exposed, repeatedly over time, to negative actions on the part of one or more other persons, and he or she has difficulty defending himself or herself† (Olweus). Bullying takes place more in middle school becauseRead MoreThe Social Problem Of Peer Pressure1659 Words   |  7 Pagesin Los Angeles, California who are peer pressured into bullying by their peers and conforming to peer pressure that leads to Cyber-bullying and Cyber-crimes. Bullies are misinterpreted as per petrators; however, they were at some point victims too and created due to lack of social intervention and significantly affected by the victimization by their peers. Cyberbullying: Through the eyes of children and young people, it acknowledges how bullying has entered a â€Å"digital era† and the need for professionals

Fyodor Dostoevsky Crime And Punishment Analysis - 1214 Words

Dostoevsky’s disapproval on the Superman theory In the novel â€Å"Crime and Punishment†, by Fyodor Dostoevsky, Dostoevsky expresses his disapproval of the Ubermensch theory by using his main character; Raskolnikov who tries to become an extraordinary person but fails to do so. Raskolnikov is put in a group where people maintain the idea that man is not actually equal but are divided into two separate groups which are; the ordinary people who are locked within the laws and tradition of society by only reproducing their own kind, and the extraordinary who believe that people should have the moral right to break laws if their violation is for the greater society. The first way in which Dostoevsky expresses his thought on the Superman theory†¦show more content†¦While in a conversation with Sonia, Raskolnikov says â€Å"I did not bow down to you [Sonya], I bowed down to all the suffering of humanity. (Dostoevsky, Page 350) Meaning that he went through both physical and mental suffering which contributed to the guilt that he had after the murder. But he would not have felt this guilt if he had successfully eclipsed into the Superman. But he didn’t accomplish this and still remained unaffected by his crime. Raskolnikov’s idea of the superman theory continues by a conversation he has with Porfiry Petrovitch where they talk about an essay in which Raskolnikov wrote about the superman theory with his own thoughts that got published in the newspaper, in Raskolnikov’s essay he states â€Å"In a word, you (Raskolnikov) introduce, if you remember, a hint to the effect that there are persons who are able, or rather, not w ho are able but who have every right, to commit any wrong or crime, and that laws, so to say, are not made for them.† (Dostoevsky, Page 220) Afterwards, Raskolnikov responds by saying â€Å"The extraordinary man has the right... I don’t mean a formal, official right, but he has the right in himself, to permit his conscience to overstep†¦ certain obstacles, but only in the event that his ideas require it for their fulfilment.† (Dostoevsky, Page 220) Raskolnikov basically makes a distinction between the ordinary and the extraordinary. Raskolnikov’s ideology toShow MoreRelatedAnalysis Of Crime And Punishment By Fyodor Dostoevsky823 Words   |  4 PagesThroughout part one of Fyodor Dostoevsky’s book Crime and Punishment, Raskolnikov encounters events where he judges himself and other people based on perceived vulnerability, dictating whether and how he attempts to change the situations of other characters. At the beginning of the book, the narrat or depicts Raskolnikov as an isolated person with no connection to the outside world. In two different scenarios, Raskolnikov observes vulnerable kids and a young teenager at risk for assault but remainsRead MoreAnalysis Of Fyodor Dostoevsky s Crime And Punishment1368 Words   |  6 Pagesduring Alexander the Seconds rule. The reforms impacted not only the culture of the time, but also the writing of many authors. Fyodor Dostoevsky was one of those authors. His book Crime and Punishment describes how life was like in the lower classes. The culture of Russia during the years 1855 to 1881 was shaped by its tsarist autocracy while the literature of Fyodor Dostoevsky evinces its cultural connection. Alex II established type of government was a monarchy. In a monarchy, which is headed by aRead MoreEssay about A Nihilistic Analysis of Crime and Punishment4893 Words   |  20 PagesA Nihilistic Analysis of Crime and Punishment This paper provides an exhaustive analysis, from a Nihilistic perspective, of the novel, Crime and Punishment. The paper is divided into many sections, each with a self-explanatory title in capital letters, such as the section that immediately follows this sentence. THE SIGNIFICANCE OF MARMELADOVS RECOLLECTION SCENE Katerina Ivanovna must deal with a man who drinks his life away while his family starves. Marmeladov recounts their sufferingRead MoreThe Ethics Of Care : An Argument Against Mill s Utilitarianism922 Words   |  4 PagesIn Support of Held’s Ethics of Care: An Argument Against Mill’s Utilitarianism in Crime and Punishment by Fyodor Dostoevsky This ethics study will define the problem of utilitarianism in the â€Å"ethics of care proposed by Virginia Held (2006) within the literary context of Crime and Punishment by Fyodor Dostoevsky. Held (2006) defines the problem of utilitarian ethics as an abstraction of emotions in moral issues, which alienates the individual in the care process. This method denies the premiseRead MoreLife Is Like A Beach And Its Sand1314 Words   |  6 Pagesthroughout history and will continue to do so until our race is extinct. The passages above show two translations of the same verse.They are from the story of Cain and Abel. Speaking to Cain after he has murdered his brother, God explains Cain’s punishment. In the American Standard Version, God commands Cain to rule over sin, while in the King James Version, God promises Cain that he will surely triumph over sin. These are two very different quotes from the same verse. To look further into this, oneRead More Dostoevsky was an Anti-Semite2271 Words   |  10 PagesDostoevsky was an Anti-Semite Literary anti-Semitism is as old as Western culture itself. A full listing of writers who have expressed hostility toward Jews and/or Judaism--from Shakespeare to T.S. Eliot, from Pushkin to Pasternak, etc.--would add up to a Whos Who of Western literature.1 Undoubtedly, Dostoevsky follows in this tradition. It is disparaging, however, that as the true novelist of ideas and Christian love, Dostoevsky could harbor such ill will towards the Jews. Does this notRead More Morally Ambiguous Characters in Fyodor Dostoevskys Crime and Punishment 794 Words   |  4 Pagesare so realistic and so complex that we are unable to distinguish them as purely good or evil. In the novel Crime and Punishment, Fyodor Dostoevsky develops the morally ambiguous characters of Raskolnikov and Svidrigailov to provide us with an interesting read and to give us a chance to evaluate each character. Svidrigailov is one of the most unfathomable characters in Crime and Punishment. As the novel goes on, Svidrigailov’s pursuit of Dunya progresses into sheer harassment. After eavesdroppingRead MoreEssay about Dostoevsky and Nietzsches Overman2123 Words   |  9 PagesDostoevsky and Nietzsches Overman      Ã‚  Ã‚   The definition of à ¼bermensch, or overman, in Barrons Concise Students Encyclopedia makes anyone who has read Nietzsches Zarathustra - even aphoristically, as I tried to do at first - cringe. Barrons Encyclopedia defines an overman as someone who has his act together and gets things done. Of course, considering that this is a summary of one part of Nietzsches ideas, and that the encyclopedia reduces his entire philosophy to one short paragraphRead MoreCrime and Punishment vs. The Stranger1438 Words   |  6 PagesThroughout the novels Crime and Punishment by Fyodor Dostoevsky and The Stranger by Albert Camus, sun, heat, and light play a significant role in the development and understanding of the novel and the characters in it. Upon the initial reading of The Stranger, the reader may have a general acknowledgment of a relationship between the novel’s protagonist, Mersault, and the sun and heat, either proceeding or following one of the novels significant events . What is harder to understand on the first readRead MoreThe Themes of Dostoyevsky2976 Words   |  12 Pages The Themes of Dostoyevsky Fyodor Dostoyevsky, born in 1821, would become one of the greatest writers in Russian literature. Fyodor received an education in engineering in St. Petersburg, but decided to follow a literary career. He was a person who wrote how they felt about certain topics, and felt that everyone should know about the government. Dostoyevsky joined the underground group, the Petrashevsky circle, the to bring out the truth in these books, which were forbidden in the public. Through

Napoleon Bonaparte The Downfall Of The French Revolution

Napoleon Bonaparte was a military leader whose fame reached his peak in the French Revolution. He would serve as the Emperor of France from 1804-1814; He would resume this role in 1815 during the Hundred Days. He would become one of the most successful emperors in all of France and world history. He would win many wars and build a huge empire that ruled across Europe. His legacy has been analyzed by historians and learned by students in modern time. Napoleon Bonaparte was born on August 15, 1769, on the island of Corsica. He had ten siblings and was the fourth out of eleven born. His father would remain as an ally to France as he took over Corsica. When he was ten, he would begin his studies to enroll in the French military. He†¦show more content†¦In 1799, Napoleon would return to Paris after the French army was facing trouble. He would successfully overthrow the Directory and become first consul. By defending this title, he would have unlimited powers. In 1800, he would defeat the Austrians in the Battle of Marengo. It was during this battle that Italy would come back to French control. He would improve conditions of France by establishing the Bank of France, â€Å"cleaning up† the education, and reforming a new legal system called Napoleon’s Code. In 1804, Napoleon would change his position from first consul to emperor. In 1805, France would lose to Britain in the Battle of Austerlitz. However, in 1806, Napoleon would get a comeback on Prussia by destroying its army. Napoleon couldn’t invade England because of its naval forces. So, he would introduce the Continental System which closed European ports to trade with Britain. He thought that this would create peace with France. In 1806, Napoleon would name his brother, Joseph Bonaparte, king of Naples. In 1809, Napoleon would call for a divorce with his first wife Josephine. In 1810, he marries Marie Louise who is the daughter of the Emperor of Austria. I say this because Austria declares war on France in 1813. In 1814, Napoleon steps down from the throne. Louis XVIII will step up to the throne. Napoleon would become exiled to Elba. Then, in 1815, he would return to southernShow MoreRelatedThe Importance Of The French Revolution777 Words   |  4 PagesThe French Revolution was certainly one of the most important events in Europe’s political history and highlighted the importance of the new age of Enlightenment. The outcomes of the Revolution were many: its short comings led to the rise of the Napoleonic Regime and Robespierre’s reign through terror led other European revolutionaries to step back in fear. However, whilst the revolution failed to achieve all it had aimed to do; it did overthrow its monarchy, creating the first true European RepublicRead MoreBonap arte Betrayed the Revolution1638 Words   |  7 PagesBonaparte Betrayed the Revolution ‘Bonaparte betrayed the revolution.’ Do you agree with this statement? Justify your answer. Napoleon Bonaparte’s attitude towards the French Revolution is one that has often raised questions. That the revolution had an influence on Bonaparte’s regime cannot be denied – but to what extent? When one looks at France after Napoleon’s reign it is clear that he had brought much longed for order and stability. He had also established institutions that embodied theRead MoreEssay about Napoleon Bonaparte: A Not Ordinary Man1139 Words   |  5 PagesOne of the bloodiest revolutions in the history, the French Revolution, had end. This revolution had a significant impact to the French society, but it left several horrific and bad effects to the French people, especially for those who were guillotined. Despite of these impacts, there was a man who put the French society to a new beginning. Napoleon Bonaparte, a French military and political leader, gained popularity because he was no ordinary man. His intelligence in his childhood, his heroismRead MoreWas Na poleon Bonaparte a Hero or a Villain? Essays1354 Words   |  6 PagesWas Napoleon Bonaparte a hero or a villain? During the Napoleonic Era, from 1799 to 1815, France became a military power gaining and controlling land throughout Europe. While some historians believe Napoleon Bonaparte was a ruthless dictator, his military accomplishments far outweigh any atrocities he committed. He helped France gain stability after the French Revolution and he also abolished the Feudal contract. Napoleon was a brilliant strategist using military tactics to cause fear and toRead MoreNapoleons Collapse Essay2767 Words   |  12 Pagesprocess of the downfall, the reasons why the empire collapsed A. Napoleon’s story 1. Napoleon’s success a. Napoleon rose through the army b. Napoleon defeated Coalitions and became the emperor 2. The process of the downfall of the empire a. Many Coalitions were held against Napoleon b. Napoleon was force to abdicate, but he became the emperor again c. Waterloo Napoleons Last Battle B. The reasons of the downfall of the empire Read MoreNapoleon Bonaparte/ Napoleon I, is considered one of the greatest military leaders in history. He1300 Words   |  6 Pages Napoleon Bonaparte/ Napoleon I, is considered one of the greatest military leaders in history. He was the emperor of France and he also conquered much of Europe. From an early age Napoleon showed signs of being a great leader. Even as a child he was nicknamed â€Å"Little Corporal†, because of his undeniable courage and determination. In 1798 he sat forth on one of his major expeditions in Egypt. Napoleon and his soldiers defeated Egypt and they continued on their journey. Many expeditions later, NapoleonRead MoreFrance - Change over Time Essay (French Revolution)1156 Words   |  5 Pagesliberty, and democracy. The social and political changes in France were best characterized by three different periods - the weak monarchy of King Louis XVI and the subsequent period of confusion after his removal from power, the reign of Napoleon Bonaparte and his downfall, and the new order brought about by the Congress of Vienna; central to these changes were Enlightenment influence, nat ionalism, and France s relations with other countries. However, despite the great social upheavals of this time periodRead MoreNapoleon Bonaparte Essay892 Words   |  4 Pages Napoleon Bonaparte (1769-1821) was a military and political genius of historic proportions. As Emperor (self-proclaimed in 1804), he established a strong central administration and code of law, consolidating and institutionalizing many of the reforms of the French Revolution. More so than any former ruler, including Louis XVI, Maximilien Robespierre or the Directory, Napoleon brought stability where financial, political, and social turmoil had previously reigned. War had plunged the country intoRead More The Enlightenment Period and Napoleons Rule Essay1227 Words   |  5 Pagesof great change, reform, and the emergence of great minds such as Isaac Newton, Johannes Kepler, Galileo Galilei, and even Copernicus. These men cleared the path to thinking in a new way and brought about the change necessary for the Scientific Revolution. The Enlightenment allowed people to think more critically and even was the time in which the â€Å"Experimental Method† was consolidated by Galileo Galilei (1564-1642, Buckler, J., Crowston, p.592 para. 6). It allowed people to begin to think â€Å"out ofRead Moredomestic and foreign policies of Napoleon Bonaparte1431 Words   |  6 Pagesoutside the palace had difficulties finding bread. The French Revolution took place with the lead of Robespierre. During the French Revolution, the French got fed up with outrageous taxes the monarchy made. It was so bad that the peasant could barely pay for a loaf of bread, so they started to break into stores and steal, burning places down and going against the kings orders. They ended up killing the king and queen, and that is when Napoleon Bonaparte eventually came into the picture as a new leader

The Witches Of Salem Witch Trials - 1371 Words

Joey Kimbro October 11, 2017 Honors English 3 Mrs. Tammen Salem Witchcraft Trial Theories In the 1690s â€Å"The â€Å"afflicted† girls [whom] made the accusations were some of the most powerless members of their society† (â€Å"Part II: The Witches of Salem†). Salem Witch Trials quickly became famous and researchers began exploring the multiple possibilities behind the trials. Although many theories were considered, none could explain why so many were accused and hanged. Notably, ergot poisoning was a highly considered theory for the Salem trials. Farming conditions in the western part of Salem Village, Putnam farmland, were warm, damp, and swampy, the perfect environment for fungus to grow. The poison from ergot would grow in rye and cereal grains.†¦show more content†¦Evidence points out, â€Å"...one of the afflicted girls [was a doctor s servant], and probably [had eaten] Putnam grain, since the doctor had no grain of his own; the Putnams [had] a huge amount of farmland, so many people [received] the Putnam grain† (Nekrosius’s Students). Ergot seems to be reasonable, especially since the Putnam’s farmland made up the vast majority of Salem Village. At one point, ergot could isolate and infiltrate the crop, then by the next year, there would be no sign of ergot. To identify whether the crop is infested or not, the rye would spew out yellow-colored mucus, but no one in Salem had any knowledge on the poison. Evidently, ergot poisoning also explains the sudden end to the trials. In 1692, a year after the trials began, there was a drought, so many crops were not able to grow and ergot poison could not spread. However, ergot poisoning was not the only theory suggested. Chiefly, encephalitis was considered to be another theory that explained the Salem trials. Encephalitis left people in coma-like trances and even dead. Symptoms included inflammation of the brain, headaches, fever, confusion, seizures, loss of hearing, and no control over eye muscles. Carlson provides with, â€Å"In 1916 physicians in Europe began to report puzzling symptoms in patients: convulsions, hyperactivity interspersed with periods of catatonic stupor, and severe eye-muscle disorders† (Mixon). Hence, the afflictedShow MoreRelatedWitches And The Salem Witch Trials1272 Words   |  6 PagesHistorians called this period the dark time when men and women hunted for witches known as the Salem Witch trials. European descents brought them the belief in witches and the devil. These beliefs that they believed in so much were from the teaching of the catholic church. During the seventeenth century, people were executed for being believed they were witches and followers of Satan. Most of these executions were performed in Salem, Massachusetts in 1692. Mainly all of the accused victims were womenRead MoreWitches And The Salem Witch Trials1676 Words   |  7 PagesWilliams, Mary Walcott, and Mary Warren are very important people in the Salem Witch Trials. There are conflicting opinions on whether or not witches exist. However, when taking a more in-depth look at the trials, it is very evident that witches in 17th century Salem did not exist; children were accusing people out of boredom, parents were using this as a type of revenge, and the witch tests were unjust. The 17th century Salem witch trials all started when 9-year-old Betty Parris and 11-year-old AbigailRead MoreWitches And The Salem Witch Trials1309 Words   |  6 Pageswhat when men and women hunted for witches known as the Salem Witch trials. This time will be forever remembered for the people in the town and the victims and family members of the horrifying time. European descents brought with many of them was the belief in witches and the devil. These beliefs that they believed in so much were from the teaching of the catholic church. During the seventeenth century, people were executed for being believed they were witches and followers of Satan. Most of theseRead MoreThe Witches Of Salem Witch Trials1760 Words   |  8 PagesSalem, Massachusetts, the new English settlement for 17th century Protestants who wanted to purify the Church of England, was and is known for the atrocity that rattled the land. This atrocity, or The Salem Witch Trials, began around 1692, several years af ter the Puritans settled in Salem. During the Trials, an absurd amount of women, men, and even dogs were accused of being possessed by the Devil, thus making them perform witchcraft or wizardry on both townspeople and the townspeople’s valuablesRead MoreThe Witches : Salem Witch Trials Of 16922179 Words   |  9 Pagesrole did Tituba s confession to be a witch start the mass hunt for the witches in the Salem Witch Trials of 1692? This investigation will include details on the events that occurred after Tituba’s confession in Salem during 1962 and 1963. It will also include a brief description of society at the time and what societal pressures may have led to this horrific time. The first source that will be evaluated in depth is Stacy Schiff’s book â€Å"The Witches: Salem, 1692†, published in October 2015.Read MoreThe Witches : Suspicions, Betrayals And Hysteria Of The Salem Witch Trials Essay1169 Words   |  5 PagesIntroduction Stacy Schiff’s national bestseller The Witches highlights the suspicions, betrayals and hysteria of the Salem Witch Trials. In 1692, the commonwealth of Massachusetts executed five men, fourteen women, and two dogs for witchcraft. One might wonder how and why this Puritan colony became so caught up in this witch frenzy. In this book she is able to paint a clear picture of the panic that occurred among the people of Salem. â€Å"In three hundred years, we have not adequately penetratedRead MoreThe Salem Witches: Real or Imagined?1289 Words   |  5 Pages The Salem Witches: Real or Imagined? The Salem Witch Trials began because of a mysterious illness contracted by 11-year old Abigail Williams and her cousin Betty Paris (Burgan). Instead of looking for a logical explanation, the community immediately jumped to the conclusion that witches caused the girls curious behavior. Doctors commonly would diagnose an unknown illness as witchcraft, rather than looking for other explanations (Wolfinger). Erot of Rye, which causes severe contortions and hallucinationsRead MoreThe Hunt For Witches By William Golding1513 Words   |  7 PagesThe Hunt for Witches In 1692, Puritans practiced purity, worked hard and believed that God was the center of everything. The children were to be obedient to their parents and follow the ways of â€Å"pureness† outlined before them. They were to serve God and not participate in any form of witchcraft. The Puritans believed that anything that happened was either an act of God or the devil. However, the children loved the stories told by Tituba, a Barbadian slave, belonging to Reverend Parris and dancingRead MoreThe Salem Witch Trials : A Time Of Chaos And Panic Essay1676 Words   |  7 Pages The Salem Witch Trials were a time of chaos and panic. It began in 1692 in Salem Village, Massachusetts. Three girls named Elizabeth (Betty) Parris, Abigail Williams and Ann Putnam began acting strange. They uttered odd words and sounds, threw things and had trance-like states. People were terrified and they didn’t know what to do. The fact that the girls had been playing a fortune telling game bef ore the strange behavior didn’t help the cause. After Reverend Parris (Elizabeth’s father) performedRead MoreSalem Witch Trials1478 Words   |  6 PagesThe Salem Witch Trials of 1692 were a series of trials in which twenty-four people were killed after being accused of practicing witchcraft. These trials were caused by different social climates of the area including the very strong lack of a governor, the split between Salem Village and Salem Town, and the strict puritan lifestyle during the time period. Tituba, the black slave, was a foreigner from Barbados. Her role in society was to take care of Mr. Parris’s family. Tituba’s situation contributed

Wounds That Can Not Be Stitched Free Essays

Stephanie Holmes 06-06-2011 Wounds that Can’t be Stitched Up I learned that sometimes you think your over things in your life until you see that actual person that has caused a fear in your life. It was upsetting to me that this man did not get any serious punishment for DWI and hit this family. That how did even have the nerve to get back behind the will after the tragedy he caused. We will write a custom essay sample on Wounds That Can Not Be Stitched or any similar topic only for you Order Now It made me made when people were making excuses for him. He had the nerve to say to her at the end did I scare you oh, that really ticked me. As he staggered from his vehicle, he looked at me and asked drunkenly, â€Å"Did I scare you? † It made me mad. How can he dare ask a question like that when he damn their killed her mom, brother, and sister. Her daughter was standing outside to. I would imagine that would be very upsetting to her especially the stuff her family had been through. I think the writer was very heated and probably wanted to beat him up. That some people don’t understand what they did caused pain and hurt. Some people never learn. Now and then I’d see his name in court log of our local paper for another DWI. As he staggered from his vehicle, he looked at me and asked drunkenly, â€Å"Did I scare you? † He kept repeating that he’d did nothing wrong. Yes she was an intelligent source to discuss this piece with. She had an essay that appeared in Newsweek. The incident had caused her to write the essay The Wound That Can’t Be Stitched Up. That she used the sixth edition of Models for Writers to help her learn how to write. How to cite Wounds That Can Not Be Stitched, Papers

Conflict of Interest free essay sample

The purpose of the conflict of interest policy is to protect Diamond Cut Loyalty Canine Rescue and Pit Bull Rehabilitation, Inc. ’s (herein â€Å"Organization†) interest when it is contemplating entering into a transaction or arrangement that might benefit the private interest of an officer or director of the Organization or might result in a possible excess benefit transaction. This policy is intended to supplement but not replace any applicable state and federal laws governing conflict of interest applicable to nonprofit and charitable organizations. Article II Definitions . Interested Person Any director, principal officer, or member of a committee with governing board delegated powers, who has a direct or indirect financial interest, as defined below, is an Interested Person. 2. Financial Interest A person has a financial interest if the person has, directly or indirectly, through business, investment, or family: a. An ownership or investment interest in any entity with which the Organization has a transaction or arrangement, b. We will write a custom essay sample on Conflict of Interest or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page A compensation arrangement with the Organization or with any entity or individual with which the Organization has a transaction or arrangement, or . A potential ownership or investment interest in, or compensation arrangement with, any entity or individual with which the Organization is negotiating a transaction or arrangement. Compensation includes direct and indirect remuneration as well as gifts or favors that are not insubstantial. A financial interest is not necessarily a conflict of interest. Under Article III, Section 2, a person who has a financial interest may have a conflict of interest only if the Board of Directors decides that a conflict of interest exists. 3. Board of Directors The directors, collectively, of the Organization. Article III Procedures 1. Duty to Disclose In connection with any actual or possible conflict of interest, an Interested Person must disclose the existence of the financial interest and be given the opportunity to disclose all material facts to the Board of Directors relating to the proposed transaction or arrangement. 2. Determining Whether a Conflict of Interest Exists After disclosure of the financial interest and all material facts, and after any discussion with the interested person, he/she shall leave the Board of Directors meeting while the determination of a conflict of interest is discussed and voted upon. The remaining board members shall decide if a conflict of interest exists. 3. Procedures for Addressing the Conflict of Interest a. An interested person may make a presentation to the Board of Directors, but after the presentation, he/she shall leave the meeting during the discussion of, and the vote on, the transaction or arrangement involving the possible conflict of interest. b. The chairperson of the Board of Directors shall, if appropriate, appoint a disinterested person or committee to investigate alternatives to the proposed transaction or arrangement. c. After exercising due diligence, the Board of Directors shall determine whether the Organization can obtain with reasonable efforts a more advantageous transaction or arrangement from a person or entity that would not give rise to a conflict of interest. d. If a more advantageous transaction or arrangement is not reasonably possible under circumstances not producing a conflict of interest, the Board of Directors shall determine by a majority vote of the disinterested directors whether the transaction or arrangement is in the Organization’s best interest, for its own benefit, and whether it is fair and reasonable. In conformity with the above determination it shall make its decision as to whether to enter into the transaction or arrangement. 4. Violations of the Conflicts of Interest Policy a. If the Board of Directors has reasonable cause to believe a member has failed to disclose actual or possible conflicts of interest, it shall inform the member of the basis for such belief and afford the member an opportunity to explain the alleged failure to disclose. . If, after hearing the member’s response and after making further investigation as warranted by the circumstances, the Board of Directors determines the member has failed to disclose an actual or possible conflict of interest, it shall take appropriate disciplinary and corrective action. Article IV Records of Proceedings The minutes of the Board of Directors’ meeting shall contain: a. The names of the persons who disclosed or otherwise were found to have a financial interest in connection with an actual or possible conflict of interest, the nature of the financial interest, any action taken to determine whether a conflict of interest was present, and the Board of Directors’ decision as to whether a conflict of interest in fact existed. b. The names of the persons who were present for discussions and votes relating to the transaction or arrangement, the content of the discussion, including any alternatives to the proposed transaction or arrangement, and a record of any votes taken in connection with the proceedings. Article V Compensation a. A voting member of the Board of Directors who receives compensation, directly or indirectly, from the Organization for services is precluded from voting on matters pertaining to that member’s compensation. b. A voting member of any committee whose jurisdiction includes compensation matters and who receives compensation, directly or indirectly, from the Organization for services is precluded from voting on matters pertaining to that member’s compensation. c. No voting member of the Board of Directors whose jurisdiction includes compensation matters and who receives compensation, directly or indirectly, from the Organization, either individually or collectively, is prohibited from providing information to any committee regarding compensation. Article VI Annual Statements Each director, principal officer and member of a committee with governing board delegated powers shall annually sign a statement which affirms such person: a. Has received a copy of the conflicts of interest policy, . Has read and understands the policy, c. Has agreed to comply with the policy, and d. Understands the Organization is charitable and in order to maintain its federal tax exemption it must engage primarily in activities which accomplish one or more of its tax-exempt purposes. Article VII Periodic Reviews To ensure the Organization operates in a manner consistent with charitable purposes and does not engage in activities that could jeopardize its tax-exempt sta tus, periodic reviews shall be conducted. The periodic reviews shall, at a minimum, include the following subjects: a. Whether compensation arrangements and benefits are reasonable, based on competent survey information, and the result of arm’s length bargaining. b. Whether partnerships, joint ventures, and arrangements with management organizations conform to the Organization’s written policies, are properly recorded, reflect reasonable investment or payments for goods and services, further charitable purposes and do not result in inurement, impermissible private benefit or in an excess benefit transaction.

Training and Developement free essay sample

Management,  training and development  is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational  settings. It has been known by several names, including  human resource development, and  learning and development. [1] Harrison observes that the name was endlessly debated by the  Chartered Institute of Personnel and Development  during its review of professional standards in 1999/2000. Employee Development was seen as too evocative of the master-slave relationship between employer and employee for those who refer to their employees as partners or associates to be comfortable with. Human Resource Development was rejected by academics, who objected to the idea that people were resources amp;m dash; an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon Learning and Development, although that was itself not free from problems, learning being an overgeneral and ambiguous name. Moreover, the field is still widely known by the other names. We will write a custom essay sample on Training and Developement or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page [1] Training and development (Tamp;D) encompasses three main activities: training, education, and development. Garavan, Costine, and Heraty, of the  Irish Institute of Training and Development, note that these ideas are often considered to be synonymous. However, to practitioners, they encompass three separate, although interrelated, activities: * Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds. Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs. * Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate. The stakeholders in training and development are categorized into several classes. The  sponsors  of training and development are senior managers. The  clients  of training and dev elopment are business planners. Line managers are responsible for coaching, resources, and performance. The  participants  are those who actually undergo the processes. The  facilitators  are Human Resource Management staff. And the  providers  are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others. [4] The conflicts that are the best part of career consequences are those that take place between employees and their bosses. The number one reason people leave their jobs is conflict with their bosses. And yet, as author, workplace relationship authority, and executive coach, Dr. John Hoover  points out, Tempting as it is, nobody ever enhanced his or her career by making the boss look stupid.   Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Talent, knowledge, and skill alone wont compensate for a sour relationship with a superior, peer, or customer. Training guide is oriented chiefly around whats good for people, rather than chiefly whats profitable for organizations. The reason for this is that in terms of learning, training and development, whats good for people is good for the organizations in which they work. Whats good for peoples development is good for organizational performance, quality, customer satisfaction, effective management and control, and therefore profits too. This is central to a fairly balanced  Psychological Contract  in employment organizations. Profit is an  outcome  of managing and developing people well. People and their development enable profit. Enable people and you enable profit. Organizations which approach training and development from this standpoint inevitably foster people who perform well and progress, and, importantly, stay around for long enough to become great at what they do, and to help others become so. Training is a very commonly used word, so it features heavily on this page, but  learning  is in many ways a better way to think of the subject, because learning belongs to the learner, whereas training traditionally belongs to the trainer or the organization. Training should be about  whole person development   not just transferring kills, the traditional interpretation of training at work. Whatever your role and responsibility, you might not immediately be able to put great new emphasis on whole person development. Being realistic, corporate attitudes and expectations about what training is and does cannot be changed overnight, and most organisations still see training as being limited to work skills, classrooms and powerpoint presentatio ns. However, when you start to imagine and think and talk about progressive attitudes to developing people beyond traditional skills training for example: * enabling learning facilitating meaningful personal development * helping people to identify and achieve their own personal potential OBJECTIVES OF THE STUDY PRIMARY OBJECTIVE The primary objective of my study at Impetus InfoTech (India) Pvt. Ltd is to study the process of training and development. SECONDARY OBJECTIVE * My secondary objective is to apply my learning in the area of Human Resources so that I gain significant practical and Understand the nature and importance of training and development and identify the various inputs that should go into any programme. Delineate the different stages in a training and development programme and describe each step. * Understand the need for and the ways of training for international assignments. SCOPE OF THE STUDY This research provides me with an opportunity to explore in the field of Human Resources. This research also provides the feedback of people involved in the Training and development process. Apart from that it would provide me a great deal of exposure to interact with the high profile managers of the company. Managing people: it’s an art, not a science Human Resource issues need constant attention Human resource management is directly related to the overall performance of the organization. And performance is the underlying basis of much organizational and human resource (HR) programs and initiatives. Total quality management, benchmarking, re-engineering and the move to self-managing teams, are all concerned with performance. In human resources management, training, performance management (including performance appraisal and salary administration), recruitment and selection, and employee relations’ activities are all concerned with performance. Each makes an important contribution. Often these initiatives are regarded as separate programs. Often, when they are, they fail. If organizations lose sight of the basic goal of performance improvement, if they treat these or other programs as the ends rather than the means, then they are doomed to difficult times, if not outright failure. All activities need to be regarded as complementary rather than separate, with the underlying principles and vision clearly established. The first step to a sound organization is to keep all programs and initiatives aligned to a framework of increased performance. This ensures that each activity complements the others occurring at the same time. The relationship between internal and external factors is also important. Within the performance framework, the second step is to achieve the best outcome from each activity. Improvements and achievements can be made in all areas, even the traditional ones such as training: The sources of training need provide a diversity and complexity of training requirements. To be at best practice level, you should be managing and coordinating the training necessary to satisfy, in priority order, all of the needs shown. All personnel involved in training should be skilled and effective. All the training should dovetail into your performance improvement efforts. The training effort is at an optimum level when every area is addressed. Training is an important foundation of success. High quality candidates should be attracted to your positions. The person and position requirements / competencies, including the appropriate balance, should be clearly established. A variety of selection methods appropriate to the situation should be used. Selection decisions should be free of bias and discrimination. These are just some of the benchmarks to be considered. The processes used need to reflect the latest thinking. The staff involved need to have, and more importantly practice, high-level recruitment/ selection skills. TRAINING Training is concerned with imparting and developing specific skills for a particular purpose. Training is the act of increasing the skills of an employee for doing a particular job. Training is the process of learning a sequence of programmed behavior. In earlier practice, training programme focused more on preparation for improved performance in particular job. Most of the trainees used to be from operative levels like mechanics, machines operators and other kinds of skilled workers. When the problems of supervision increased, the steps were taken to train supervisors for better supervision. Training is one of the most profitable investments an organization can make. No matter what business or industry you are in the steps for an effective training process are the same and may be adapted anywhere. If you have ever thought about developing a training program within your organization consider the following four basic training steps. You will find that all four of these steps are mutually necessary for any training program to be effective and efficient. STEP 1: ESTABLISHING A NEEDS ANALYSIS. This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards. Several examples of an analysis outlining specific training needs are customer dissatisfaction, low morale, low productivity, and high turnover. The objective in establishing a needs analysis is to find out the answers to the following questions: Why is training needed? What type of training is needed? When is the training needed? Where is the training needed? Who needs the training? and Who will conduct the training? How will the training be performed? By determining training needs, an organization can decide what specific knowledge, skills, and attitudes are needed to improve the employees performance in accordance with the companys st andards. The needs analysis is the starting point for all training. The primary objective of all training is to improve individual and organizational performance. Establishing a needs analysis is, and should always be the first step of the training process. STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS. This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training. STEP 3: DELIVER THE TRAINING PROGRAM. This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods. Before presenting a training session, make sure you have a thorough understanding of the following characteristics of an effective trainer. The trainer should have: A desire to teach the subject being taught. A working knowledge of the subject being taught. An ability to motivate participants to want to learn. A good sense of humor. A dynamic appearance and good posture. A strong passion for their topic. A strong compassion towards their participants. Appropriate audio/visual equipment to enhance the training session. For a training program to be successful, the trainer should be conscious of several essential elements, including a controlled environment, good planning, the use of various training methods, good  communication skills, and trainee participation. STEP 4: EVALUATE THE TRAINING PROGRAM. This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits. The reason for an evaluation system is simple. The evaluation of training programs are without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer. There are several obvious benefits for evaluating a training program. First, evaluations will provide feedback on the trainers performance, allowing them to improve themselves for future programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations are an efficient way to determine the overall effectiveness of the training program for the employees as well as the organization. The importance of the evaluation process after the training is critical. Without it, the trainer does not have a true indication of the effectiveness of the training. Consider this information the next time you need to evaluate your training program. You will be amazed with the results. The need for training your employees has never been greater. As business and industry continues to grow, more jobs will become created and available. Customer demands, employee morale, employee productivity, and employee turnover as well as the current economic realties of a highly competitive workforce are just some of the reasons for establishing and implementing training in an organization. To be successful, all training must receive support from the top management as well as from the middle and supervisory levels of management. It is a team effort and must implemented by all members of the organization to be fully successful. DEVELOPMENT Management development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments. Thus, management development is a combination of various training programme, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present equirement as well as the future requirement. Development an activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development. Management development is based on following on assumptions. 1. Management development is a continuous process. It is not one shot programme but continues though out the career of a manager. 2. Management development is any kind of learning, is based on the assumption that there, always existing a gap between an individual’s performance and his potential for the performance. . Management development seldom takes place in completely peaceful and relaxed atmosphere. 4. Management development requires clear setting of goals. 5. Management development required conducive environment. Training process ideas and outline process Here is a relatively simple overview of typical reference models, processes and tools found in the effective planning and delivery of organizational training. 1. A ssess and agree training needs| 2. Create training or development specification| 3. Consider learning styles and personality| 4. Plan training and evaluation| 5. Design materials, methods and deliver training| Conduct some sort of training needs analysis. Another method example of assessing and prioritising training is  DIF Analysis. This commonly happens in the  appraisal  process. Involve the people in identifying and agreeingrelevant aligned training. Consider  organizational values  and aspects ofintegrity and ethics, andspirituality, love and compassion at work  as well as skills. Look also at your recruitment processes there is no point training people if they are not the right people to begin with. Why people leave  also helps identify development needs. Having identified what you want to train and develop in people, you must break down the training or learning requirement into manageable elements. Attach standards or measures or parameters to each element. The  360 degree process and template  and the simpletraining planner  (also in  pdf format) are useful tools. Revisit the  skill-sets and training needs ana lysis tools- they can help organize and training elements assessment on a large scale. | Peoples  learning stylesgreatly affect what type of training they will find easiest and most effective. Look also at  personality types. Remember you are dealing with people, not objects. People have feelings as well as skills and knowledge. The  Erikson model  is wonderful for understanding more about this. So is the  Johari Windowmodel. Consider the team and the group. Adairs theory  helps. So does the  Tuckman model. | Consider  evaluation training effectiveness, which includes before-and-after measurements. The  Kirkpatrick modelespecially helps you to structure training design. Consider  Blooms theorytoo, so that you can understand what sort of development you are actually addressing. Consider  team activities and exercises. See the  self-study program design tips  below the internet offers more opportunities than ever. | Consider modern innovative methods see theBusinessballs Communityfor lots of providers and ideas. Presentation  is an important aspect to delivery. See also  running meetingsand  workshops. Good writing techniqueshelp with the design of materials. So do the  principles of advertising   its all about meaningful communication. There is a useful  training providers selection templateon the sales training page, which can be adapted for all sorts of providers and services. | There are many different training and development methods. On-the-job training, informal training, classroom training, internal training courses, external training courses, on-the-job coaching,  life-coaching, mentoring, training assignments and tasks, skills training, product training, technical training, behavioural development training,  role-playing and role-play games and exercises, attitudinal training and development, accredited training and learning, distance learning all part of the training menu, available to use and apply according to individual training needs and organisational training needs. Training is also available far beyond and outside the classroom. More importantly, training or learning, to look at it from the trainees view is anything offering learning and developmental experience. Training and learning development includes aspects such as: ethics and morality; attitude and behaviour; leadership and determination, as well as skills and knowledge. Development isnt restricted to training its anything that helps a person to grow, in ability, skills, confidence, tolerance, commitment, initiative, inter-personal skills, understanding, self-control, motivation. If you consider the attributes of really effective people, be they leaders, managers, operators, technicians; any role at all,  the important qualities which make good performers special are likely to be attitudinal. Skills and knowledge, and the processes available to people, are no great advantage. What makes people effective and valuable to any organization is their attitude. Attitude includes qualities that require different training and learning methods. Attitude stems from a persons mind-set, belief system, emotional maturity, self-confidence, and experience. These are the greatest training and development challenges faced, and there are better ways of achieving this sort of change and development than putting people in a classroom, or indeed by delivering most sorts of conventional business or skills training, which people see as a chore. This is why training and learning must extend far beyond conventional classroom training courses. Be creative, innovative, and open-minded, and you will discover learning in virtually every new experience, whether for yourself, your team, or your organization. If you want to make a difference, think about what really helps people to change. All supervisors and managers should enable and provide training and development for their people training develops people, it improves performance, raises morale; training and developing people increases the health and effectiveness of the organization, and the productivity of the business. The leaders ethics and behaviour set the standard for their peoples, which determines how productively they use their skills and knowledge. Training is nothing without the motivation to apply it effectively. A strong capability to plan and manage skills training, the acquisition of knowledge, and the development of motivation and attitude, largely determines how well people perform in their jobs. Training and also  enabling learning and personal development   is essential for the organisation. It helps improve quality, customer satisfaction, productivity, morale, management succession, business development and profitability. As regards conventional work-related training planning, and training itself, these are step-by-step processes. Having said this, we do need to start with the essentials, for example induction training for new starters. Induction Training is especially important for new starters. Good induction training ensures new starters are retained, and then settled in quickly and happily to a productive role. Induction training is more than skills training. Its about the basics that seasoned employees all take for granted: what the shifts are; where the notice-board is; whats the routine for holidays, sickness; wheres the canteen; whats the dress code; where the toilets are. New employees also need to understand the organisations mission, goals and philosophy; personnel practices, health and safety rules, and of course the job theyre required to do, with clear methods, timescales and expectations. Managers must ensure induction training is properly planned an induction training plan must be issued to each new employee, so they and everyone else involved can see whats happening and that everything is included. You must prepare and provide a suitable induction plan for each new starter. These induction training principles are necessarily focused on the essential skills and knowledge for a new starter to settle in and to begin to do their job. However there is great advantage in beginning to address personal development needs, wishes, opportunities, particular strengths, abilities, talent, etc. , during or very soon after the induction process. The sooner the better. An organisation needs to assess its peoples skills training needs by a variety of methods and then structure the way that the training and development is to be delivered, and managers and supervisors play a key role in helping this process. Peoples personal strengths and capabilities   and aims and desires and special talents (current and dormant)   also need to be assessed, so as to understand, and help the person understand, that the opportunities for their development and achievement in the organisation are not limited by the job role, or the skill-set that the organisation inevitably defines for the person. As early as possible, let people know that their job role does not define their potential as a person within or outside the organisation, and, subject to organisational policy, look to develop each person in a meaningful relevant way that they will enjoy and seek, as an individual, beyond the job role, and beyond work requirements. If possible top-up this sort of development through the provision of mentoring and facilitative coaching (drawing out not putting in), which is very effective in producing excellent people. Mentoring and proper coaching should be used alongside formal structured training anyway, but this type of support can also greatly assist whole-person development, especially where the mentor or coach is seen as a role-model for the persons own particular aspirations. Its important that as a manager you understand yourself well before you coach, or train or mentor others: Are your own your own skills adequate? Do you need help or training in any important areas necessary to train, coach, mentor others? What is your own style? How do you you communicate? How do you approach tasks? What are your motives? These all affect the way you see and perform see the training, coaching or mentoring role, and the way that you see and relate to the person that your are coaching, or training, or mentoring. Your aim is to help the other person learn and develop not to create another version of yourself. When you understand yourself, you understand how you will be perceived, how best to communicate, and how best to help others grow and learn and develop. Training Need Identification for a company Introduction Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity. Here the focus should be placed on needs as opposed to desires of the employees for a constructive outcome. In order to emphasize the importance of training need identification we can focus on the following areas: To pinpoint if training will make a difference in productivity and the bottom line. To decide what specific training each employee needs and what will improve his or her job performance. To differentiate between the need for training and organizational issues and bring about a match between individual aspirations and organizational goals. Identification of training needs (ITN), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity as peoples learning is important to them, and the reputation of the organization is also at stake. Identification of training needs is important from both the organisational point of view as well as from an individuals point of view. From an organisations point of view it is important because an organisation has objectives that it wants to achieve for the benefit of all stakeholdersormembers,includingowners,employees,customers,suppliers,and neighbours. These objectives can be achieved only through harnessing the abilities of its people, releasing potential and maximising opportunities for development. Therefore people must know what they need to learn in order to achieve organisational goals. Similarly if seen from an individuals point of view, people have aspirations, they want to develop and in order to learn and use new abilities, people need appropriate opportunities, resources, and conditions. Therefore, to meet peoples aspirations, the organization must provide effective and attractive learning resources and conditions. And it is also important to see that there is a suitable match between achieving organizational goals and providing attractive learning pportunities. Training Process Needs Assessment a) Organization Support b) Organizational Analysis c) Tasks and KSA Analysis d) Person Analysis Instructional Objectives Development of Criteria Training Validity Selection and Design of Instructional Programs Transfer Validity Training Interorganizational Validity Use of Evaluation Models Interorganizational Validity Training Process Development Process Competitive Environment Stage-1 Organizational Strategy Stage-2 Organizational Objective Competency Mapping Identifying Competency gapes Career Planning Training Needs Assessment Annual Training Plan Stage-3 Conduct of Training Internal Training Programmes External Training Programmes Customised Training Programmes Review of Training Activities PROCESS OF DEVELOPMENT Training Methods There are two broad types of training available to small businesses: on-the-job and off-the-job techniques. Individual circumstances and the who, what and why of your training program determine which method to use. On-the-job training  is delivered to employees while they perform their regular jobs. In this way, they do not lose time while they are learning. After a plan is developed for what should be taught, employees should be informed of the details. A timetable should be established with periodic evaluations to inform employees about their progress. On-the-job techniques include orientations, job instruction training, apprenticeships, internships and assistantships, job rotation and coaching. Off-the-job techniques  include lectures, special study, films, television conferences or discussions, case studies, role playing, simulation, programmed instruction and laboratory training. Most of these techniques can be used by small businesses although, some may be too costly. Orientations  are for new employees. The first several days on the job are crucial in the success of new employees. This point is illustrated by the fact that 60 percent of all employees who quit do so in the first ten days. Orientation training should emphasize the following topics: * The companys history and mission. * The key members in the organization. * The key members in the department, and how the department helps fulfill the mission of the company. * Personnel rules and regulations. Some companies use verbal presentations while others have written presentations. Many small businesses convey these topics in one-on-one orientations. No matter what method is used, it is important that the newcomer understand his or her new place of employment. Lectures  present training material verbally and are used when the goal is to present a great deal of material to many people. It is more cost effective to lecture to a group than to train people individually. Lecturing is one-way communication and as such may not be the most effective way to train. Also, it is hard to ensure that the entire audience understands a topic on the same level; by targeting the average attendee you may undertrain some and lose others. Despite these drawbacks, lecturing is the most cost-effective way of reaching large audiences. Role playing and simulation  are training techniques that attempt to bring realistic decision making situations to the trainee. Likely problems and alternative solutions are presented for discussion. The adage there is no better trainer than experience is exemplified with this type of training. Experienced employees can describe real world experiences, and can help in and learn from developing the solutions to these simulations. This method is cost effective and is used in marketing and management training. Audiovisual methods  such as television, videotapes and films are the most effective means of providing real world conditions and situations in a short time. One advantage is that the presentation is the same no matter how many times its played. This is not true with lectures, which can change as the speaker is changed or can be influenced by outside constraints. The major flaw with the audiovisual method is that it does not allow for questions and interactions with the speaker, nor does it allow for changes in the presentation for different audiences. Job rotation  involves moving an employee through a series of jobs so he or she can get a good feel for the tasks that are associated with different jobs. It is usually used in training for supervisory positions. The employee learns a little about everything. This is a good strategy for small businesses because of the many jobs an employee may be asked to do. Apprenticeships  develop employees who can do many different tasks. They usually involve several related groups of skills that allow the apprentice to practice a particular trade, and they take place over a long period of time in which the apprentice works for, and with, the senior skilled worker. Apprenticeships are especially appropriate for jobs requiring production skills. Internships and assistantships  are usually a combination of classroom and on-the-job training. They are often used to train prospective managers or marketing personnel. Programmed learning, computer-aided instruction and interactive video all have one thing in common: they allow the trainee to learn at his or her own pace. Also, they allow material already learned to be bypassed in favor of material with which a trainee is having difficulty. After the introductory period, the instructor need not be present, and the trainee can learn as his or her time allows. These methods sound good, but may be beyond the resources of some small businesses. Laboratory training  is conducted for groups by skilled trainers. It usually is conducted at a neutral site and is used by upper- and middle management trainees to develop a spirit of teamwork and an increased ability to deal with management and peers. It can be costly and usually is offered by larger small businesses. Trainers Who actually conducts the training depends on the type of training needed and who will be receiving it. On-the-job training is conducted mostly by supervisors; off-the-job training, by either in-house personnel or outside instructors. In-house training is the daily responsibility of supervisors and employees. Supervisors are ultimately responsible for the productivity and, therefore, the training of their subordinates. These supervisors should be taught the techniques of good training. They must be aware of the knowledge and skills necessary to make a productive employee. Trainers should be taught to establish goals and objectives for their training and to determine how these objectives can be used to influence the productivity of their departments. They also must be aware of how adults learn and how best to communicate with adults. Small businesses need to develop their supervisors training capabilities by sending them to courses on training methods. The investment will pay off in increased productivity. There are several ways to select training personnel for off-the-job training programs. Many small businesses use in-house personnel to develop formal training programs to be delivered to employees off line from their normal work activities, during company meetings or individually at prearranged training sessions. There are many outside training sources, including consultants, technical and vocational schools, continuing education programs, chambers of commerce and economic development groups. Selecting an outside source for training has advantages and disadvantages. The biggest advantage is that these organizations are well versed in training techniques, which is often not the case with in-house personnel. The disadvantage of using outside training specialists is their limited knowledge of the companys product or service and customer needs. These trainers have a more general knowledge of customer satisfaction and needs. In many cases, the outside trainer can develop this knowledge quickly by immersing himself or herself in the company prior to training the employees. Another disadvantage of using outside trainers is the relatively high cost compared to in-house training, although the higher cost may be offset by the increased effectiveness of the training. Whoever is selected to conduct the training, either outside or in-house trainers, it is important that the companys goals and values be carefully explained. Training Administration Having planned the training program properly, you must now administer the training to the selected employees. It is important to follow through to make sure the goals are being met. Questions to consider before training begins include: * Location. * Facilities. * Accessibility. * Comfort. * Equipment. * Timing. Careful attention to these operational details will contribute to the success of the training program. An effective training program administrator should follow these steps: * Define the organizational objectives. * Determine the needs of the training program. * Define training goals. * Develop training methods. * Decide whom to train. * Decide who should do the training. * Administer the training. * Evaluate the training program. Following these steps will help an administrator develop an effective training program to ensure that the firm keeps qualified employees who are productive, happy workers. This will contribute positively to the bottom line. Evaluation of Training Training should be evaluated several times during the process. Determine these milestones when you develop the training. Employees should be evaluated by comparing their newly acquired skills with the skills defined by the goals of the training program. Any discrepancies should be noted and adjustments made to the training program to enable it to meet specified goals. Many training programs fall short of their expectations simply because the administrator failed to evaluate its progress until it was too late. Timely evaluation will prevent the training from straying from its goals. Learning amp; Development In Impetus InfoTech (India) Pvt. Ltd. About the company Impetus Technologies  is a Software  Product engineering  and Software Ramp;D Services provider based in India that creates software products for software and technology companies. Many of these products have been award winning products. [1]  Since 16 years, the company has been providing outsourced software product development solutions to its clients across the globe. - History The company was founded in 1991 by Praveen Kankariya in Indore, India. Software  was a relatively new industry at that time in India and Impetus was among the first companies in the country that was building software products and offering product design and development services. [2] The first product developed by Impetus was for the Newspaper Industry. The product automated the news acquisition process from various  wire services, consequently saving valuable resources like time and manpower for the clients. This product was deployed at more than 200 publication houses across India. Impetus developed many software products and in 1996, Praveen Kankariya moved to USA to establish Impetus’ operations there. He realized that to be successful, the company’s products needed to be seen and experienced by international markets. The first International account for Software  Product engineering  Services bagged by Impetus was  3M  in the year 1995. Interestingly, 3M is still a client of Impetus. - [edit]Business The core focus of the company is on software product development and technology Ramp;D services. Impetus provides offerings in- * Technology Consulting * Software  R amp; D * Product Architecture amp; Design * Product testing Impetus has been involved in hundreds of product launches for its global client base since its inception. [3]  amp; has been growing at a phenomenal growth rate and recorded 75% growth in 2006[4] The company works in diverse domains of mobile amp;  wireless,  digital media, performance marketing,  internet advertising,  network security, telecom, finance, healthcare,  supply chain management, CRM, collaboration management etc. The company is also focused on emerging technologies in mobility, Big Data, SaaS, cloud computing, social media, product testing, and performance engineering. Frameworks and Maturity Models- Impetus has created several tools, frameworks, and reusable components that provide a significant head start to development efforts. Some of these include iLeap- a generic keyword driven test automation framework and m-360- a set of frameworks that helps create scalable and cost effective mobile solutions with reduced development time and effort.