Psycotropic Drugs Used in Children

A report on the utilization of Psychotropic medications used to control dynamic youngsters Lauren L. Dewar April 20, 2010 Introduction At eleven years old, Thomas Edison was removed from school since his educators thought of him as troublesome and he â€Å"could not be instructed. † While in school Edison’s mind regularly meandered and his instructor was caught calling him â€Å"addled. † Another marked him as hindered. This finished his three months of legitimate tutoring. On account of this Thomas’s mother self-taught him and showed him math, perusing, and composing. He at that point proceeded to get perhaps the best creator of all times.In today’s â€Å"find a cure† society Thomas Edison would have most unquestionably been put on the now well known prescriptions Ritalin, Adderall, or Prozac. These are mind-changing psychotropic medications used to treat Attention Deficit Hyperactivity Disorder. Mulling over that, one may inquire as to whet her Thomas had in reality been put on these drugs, would he have ever been fit for testing and finding his extraordinary developments? Subsequent to investigating the information, this report will clarify that kids ought not be endorsed such psyche modifying prescriptions to control their activeness.It will be certain that these medications have genuine short and long haul reactions, some of the time even demise. Through examination it will likewise be certain that there is no finding for ADHD and that the agenda specialists pass by to analyze ADHD isn't sufficient verification of an ailment that should be sedated. This report incorporates four areas: foundation data, my technique, consequences of the examination, and end and suggestions. Foundation Information first of all, there is no logical reason for diagnosing ADHD.Often times it is the school advocate or social specialists who are basically not prepared to make psychological well-being evaluations making the ADHD analyze (Wil liams). Essentially, if a youngster is seen to be acting exhausted, diverted or potentially tumultuous in the study hall , the individual is frequently accepted to be experiencing ADHD, rather than experiencing, state, adolescence (Williams). Ongoing reports recommend a pattern of expanding commonness of psychotropic medication solutions among youngsters with consideration deficiency/hyperactivity issue (ADHD); notwithstanding, purposes behind expanded utilization of drugs is hazy (Guevara).Through my examination I likewise found that kids as youthful as the age of two are being put on these prescriptions. So now the â€Å"terrible two’s† is being supplanted with â€Å"children with social issues. † The remainder of my report will concentrate on insights, short and long haul impacts, and options. I will likewise go over the historical backdrop of the utilization of medications to control children’s conduct. A Brief History â€Å"Werry (1999) noticed that the utilization of medications to control children’s conduct is an old practice.From the utilization of liquor to relieve babies to other quieting medications, for example, barbiturates and sedatives, youngsters have been controlled psychotropic operators as long as such specialists have existed; be that as it may, research on such practices dates just to the mid twentieth century† (Ingersoll). Strategy My approach was generally research however Academic Search Complete. I investigated articles on measurements, methods, analyses, and individual accounts of genuine individuals who have managed these medications and ADHD. I likewise investigated medicate free options in contrast to controlling ADHD or Hyperactivity in kids. Consequences of Study 1.Studies show that it is evaluated that between 6 million and 8 million kids have been endorsed Ritalin to treat the still experimentally problematic â€Å"mental illness† called ADHD. â€Å"This boundless doping thusly has expanded worry that that young youngsters are being sedated to control their behavior† (O'Meara, Hyper-Drugging of Active Kids). I additionally found in my examination that in 1985, there was a shocking 500,000 cases. Not so much as after five years that number hopped to 7,000,000. â€Å"According to The Times, in the year 2000 near 20 million remedies were composed for ADD meds like Ritalin† (Null, 2001).Today, one in each thirty between the ages of 5 and 19 has a solution of Ritalin. In all honesty, the quantity of endorsed babies between ages 2 and 4 has multiplied or even significantly increased since 1991. They have now supplanted the â€Å"terrible two’s† with â€Å"children with conduct issues. † It is between the ages of 2 through 4 that the human mind experiences major developing and creating stages. To have these kids this youthful on these psychotropic medications should trouble any discerning reasoning guardians, instructors, and spe cialists. 2. Lamentably, in the event that you think the insights are awful, the symptoms are catastrophic.Through my examinations I found that these reactions incorporate diminished appetit, a sleeping disorder, tension or dreadfulness, touchiness, diminished suddenness, sadness, migraines, stomach throbs, spasms (e. g. , jerks, twitches, flickers, and squints), skin rash, humiliation, psychosis, and even deadly overdoses. They are likewise an early preparing into illicit drug use. Taking a gander at the danger of misuse potential for energizers further down the road, Fone and Nutt express that â€Å"†¦the oral, instead of the intravenous, course of organization of methylphenidate limits misuse expected attributable to bring down bioavailability and expanded (first-pass) metabolism† (Leonard).So the inquiry presented is the reason guardians would and schools need to face the challenges of these drugs with their kids? 3. Studies show that there is no real determination f or ADHD. Fred Baughman, a kid nervous system specialist, analyst and ardent pundit of ADHD analyze, tells Insight, â€Å"It is my obligation as a specialist to know whether patients have an ailment and whether recently rendered analyze, for example, ADHD, are demonstrated maladies. I have been not able to approve or show an ailment or target physical anomaly in kids said to have ADHD.Finding no goal physical variation from the norm, including a concoction one, implies they have no infection; they are genuinely, medicinally and neurologically normal† (O'Meara, Hyper-Drugging of Active Kids) Fig 1: Percentage of youngsters who did and didn't have ADHD and gotten drug store fills for nonstimulant psychotropic meds. All classes of prescriptions between kids who did and didn't have ADHD were measurably noteworthy (P < . 001) by ? [sup2] test. The likelihood of nonstimulant use by class of neurobehavioral issue was evaluated (Table 3).Among offspring of a similar classificat ion old enough, sex, emotional well-being administration use, and non-ADHD issue, youngsters who were recognized as having ADHD were bound to get TCAs (balanced OR: 12. 4; 95% CI: 7. 6-20. 3), SSRIs (balanced OR: 4. 3; 95% CI: 2. 7-6. 9), and [alpha] adrenergic agonists (balanced OR: 32. 0; 95% CI: 17. 3-59. 4) than were youngsters who didn't have ADHD. Thus, kids who had disguising scatters were bound to get TCAs (balanced OR: 25. 3; 95% CI: 6. 1-104. ) and SSRIs (balanced OR: 75. 2; 95% CI: 26. 7-211. 7) than were youngsters who didn't have disguising clutters. Kids who had spasm issue were bound to get [alpha] adrenergic agonists (balanced OR: 215. 2; 95% CI: 21. 5-2157. 9) [ (Guevara) ]. Ramifications of Results After exploring the utilization of the psychotropic medications in kids, unmistakably it isn't sheltered. Guardians, instructors, and social laborers need to research and meet up to discover safe options in contrast to managing their â€Å"active† children.The con siders have demonstrated the perils of these prescriptions and the rules for the capacity to recommend such meds. End & Recommendations * I would suggest that the Child Advocacy Center and social laborers take additional time making sense of the genuine mental issues of these youngsters and manage them progressively through advising and coaching. A great deal of these children’s issues or poverty originates from flimsy homes and occupied guardians who don’t set aside the effort to invest additional energy with their youngsters. These kids are basically connecting for consideration and love.They carry on as an approach to get consideration not understanding that the consideration they are getting a result of it is terrible consideration. This isn't their issue; after all they are simply kids. It is us guardians, educators, instructors and social specialists who must show them the contrasts between great consideration and terrible consideration. What's more, them as kids ought not need to battle, ask, or carry on for consideration. I would likewise suggest that the guardians get their youngsters progressively engaged with extra-curricular exercises so they can discharge some the vitality normally and gain confidence.A change in diet could likewise work, not so much sugar but rather more wellbeing nourishments. I additionally accept that the guardians ought to invest more energy with their kids so their youngsters can pick up the sentiment of self value and regard. One final suggestion I might want to bring up is that the courts and more significant position authority get increasingly associated with such cases and put a constraint to the recommending of these destructive medications and to the ages to which they are endorsed. * This examination unmistakably shows how unfortunate it very well may be to put your youngster on these psychotropic drugs.With somewhat more exertion as a general public we can bring up our kids to be national pionee rs and show them how to flourish for progress. Steadying dynamic kids is in no way, shape or form the appropriate response. This investigation likewise unmistakably demonstrates that there should be a more genuine FDA affirmed approach to analyze ADHD and to recommend drugs is there is such an ailment. With innovation today it ought to be simple for researchers to think of a type of mind output or blood check to decide such cases.We as grown-ups must contemplate that these youngsters who are by and large exceptionally cured at such youthful ages, will be th

Power And Propoganda In Communist China Essays - Chinese Communists

Force and Propoganda in Communist China Propagand in China during the Cultural Revolution took on numerous structures; there were mass Red Guard exhibitions in Tianamen Square in backing of Mao Zedong, pictures of Mao were set up in each possible area from eateries to the backdrop in nurseries, also, flyers and books of Mao's lessons were circulated to each Chinese resident. One of these purposeful publicity distributions Quotations from Director Mao which later got known as the Little Red Book contained cites from Mao Zedong and was conveyed to each Chinese resident. The historical backdrop of the Red Book gives perhaps the most ideal manners by which to dissect Chinese promulgation during the Cultural Revolution and see the manners by which the Chinese government had the option to deliver and successfully inculcate the Chinese individuals with Mao Zedong Thought. Official Chinese magazines from the time of 1967 to 1970 are filled with numerous photos of residents holding, perusing, and retaining the Red Book. This proposition will follow the ascent and fall of pictures of the Red Book in the official Chinese distribution China Reconstructs. This proposition will utilize a graphical examination of pictures in this distribution from 1966 to 1973 to show that promulgation was not only an instrument of the Socialist gathering yet in addition an impression of interior force battles inside the gathering during the Cultural Revolution. The Red Book was composed quite a long while before it turned into the object of national reverence and an apparatus for the Cultivation of Mao's character Cult. The historical backdrop of the Red Book and its brilliant ascent from a hand book for military enlisted people to obligatory perusing for all Chinese residents, is intently attached to its designer Lin Biao's ascent to power. Lin Biao was conceived in 1907 and was fourteen years more youthful at that point Mao; he joined the socialist party in 1925 and until the socialists caught control of China was at different occasions accountable for obstruction powers, and multitudes of socialist fighters. At the point when the socialists took control in 1949 Lin Biao was behind Mao Zedong, Liu Shaoqi, Zhou Enlai, Chen Yun, and Deng Xiaoping in rank (Yan and Gao, 1996: 179). Be that as it may, after eighteen years during the stature of the Cultural Revolution Lin Biao by winning kindness with Mao by distributing and advocating the Red Book and the Cult of Mao turned out to be second just to the Chairman in force and position (Ming-Le, 1983: 80). In 1959 Peng Dehua was excused as priest of safeguard and Lin Biao was selected in his place. At a military gathering for high units during September of that year Lin Biao, enthusiastically began advancing the Cult of Mao saying, Learning the works of friend Mao Zedong is the alternate route to learning Marxism-Leninism. Director Mao's works are anything but difficult to learn and can be put to utilize right away. Determined work will deliver profits many overlay. (Yan and Gao, 1996: 182) His references to alternate way and brisk profits in his discourse went unnoticed at the time as not many anticipated the impacts of making a Faction around Mao. In any case, thinking back on the Cultural Revolution and Lin Biao, we can see his utilizing the Cult of Mao was in reality an easy route that created gigantic profits both for himself and for Mao. Mao to the Chinese individuals was an image power and the development of communism; to them acclaim for Mao was fitting with his emblematic job in the public arena. Beginning in 1959 Lin Biao before military crowds so as to assist development with supporting for the Cult of Mao utilized such expressions as, the critical need of gaining Mao Zedong's idea, to consider the works of Mao Zedong with questions as a primary concern is to shoot bolts with focus in sight, we should arm our minds with Mao Zedong's idea (Yan a Gao, 1996: 181). Lin Biao's objective of working up both himself and the Cult of Mao lead him in September of 1960 to pass a goals at the gathering of the Military Commission, which called for progressively political instruction among the outfitted powers (Yan and Gao, 1996: 181) Mao Zedong Thought is the compass for the Chinese individuals' transformation and communist development, the ground-breaking ideological weapon against dominion, and the ground-breaking ideological weapon against revisionism

Using the Spanish Verb Bastar

Utilizing the Spanish Verb Bastar Bastar is a genuinely basic Spanish action word that way to get the job done - or, less officially, to be sufficient. Its utilization can appear to be not exactly direct to students of Spanish, be that as it may, in light of the fact that it is regularly utilized in various sentence structures than when comparative contemplations are communicated in English. The Most Common Uses of the Verb Bastar Generic bastar con: Con is the most widely recognized relational word to follow types of bastar, ordinarily in the unoriginal third-individual expression basta con. (Different tenses, for example, bastaba and bastar, can likewise be utilized.) Although this expression could truly be interpreted as it is adequate with, you need not (and shouldnt!) utilize such a clumsy expression in English. The expression is regularly trailed by a thing or an infinitive: No basta con cerrar el campo de concentraciã ³n. It isnt enough to close the focus camp.Tengo muy baja tolerancia al liquor: me basta con comer un bombã ³n con licor y ya no conozco ni a mi madre. I have extremely low resistance to liquor; for me, it is sufficient to eat an alcohol bonbon and I dont even know my mother.Me bastaba con un mã ­nimo de 6 gigas. At least 6 gigabytes was sufficient for me.No basta con una semana descubrir la riqueza histã ³rica del paã ­s. Seven days isnt enough to find the countrys rich history.Te basta con mi gracia. My effortlessness is adequate for you.Me basta con estudiar un poco la noche risks del examen. Its enough for me to concentrate somewhat the night prior to the test. Note that as in a portion of the models, bastar can take an item pronoun. The contrast between me basta con un dã ­a and basta con un dã ­a is the distinction between a day is sufficient for me and a day is sufficient. Bastar para: When bastar has an expressed or inferred subject (as it were, the point at which its not utilized indifferently, as in the models above), it very well may be trailed by para and an infinitive: Una sentencia de culpabilidad no basta para hacer justicia. A blameworthy decision isn't sufficient to do justice.Una sola comida con grasas saturadas basta para obstruir las arterias. A solitary dinner with immersed fat is sufficient to impede the veins. Bastar (a): With an expressed or inferred subject, bastar can likewise take direct items. The immediate item is the individual for which the expressed thing or condition is adequate: Los planes no le bastan al presidente. The plans arent enough for the president.Me bastarã ­an 50 km/hora. Fifty kilometers an hour would be (quick) enough for me. Bastarse: In the reflexive structure, bastarse conveys the possibility of independence: James se basta para desquiciar a los Spurs. James alone can get the Spurs unhinged.Nadie podemos decir que nos bastamos a nosotros mismos. It's not possible for anyone to state that we can do everything without anyone else. Basta as a contribution: Either alone or with different words, basta can be utilized in outcries to demonstrate having had enough of something:  ¡Basta de racismo! Down with racism! ¡Basta de coches enormes! Enough with huge cars! ¡Basta! Enough! ¡Basta ya! Enough already! ¿Basta de todo en TV? Had enough of everything on TV?

Organisational Change - Kuwait Oil Company - Free Essay Example

Organizational Change Executive Summary: This study gives an overview of the organization which was taken for study. This study discusses the internal and external changes that take place in the Kuwait Oil Company. The external changes that take place outside the Kuwait Oil Company were found out to be technical changes, employment relationship and workplace communication. Internal change factors are identified as Labour force trends and development in employment laws. The eight steps in the change process are also discussed in this study. This discussion includes the changes that were caused by the following: Labour force trends Development in employment laws Workplace communication Technological changes The employment relation Various changes that can be adapted to make the Kuwait Oil Company as a successful one are discussed at the end of each section. Training and communication are the two factors which minimize the negative actions of the change. Contents External Environment Changes: Labour force trends: Changes in the employment law: Internal Environment changes: Workplace communication: Technological changes: The employment relationship: Conclusion: Bibliography Introduction: Kuwait Oil Company came into being in year 1934. The company is actually an Anglo enterprise with the participation of English and Middle East people in its set up. The company therefore came into being with the joint efforts of BP or British Petroleum and Gulf Oil Corporation which is now called Chevron. The major activities of the company include oil exploration, drilling and development of well that extracts oil and natural gas from the earth floor. The major part of the production of the company goes in export to other countries in the Middle East, Europe and Asia. At present the Kuwait government has complete 100% stake and control over the Kuwait Oil Company. The company was taken over wholly by the government in year 1975. This way the company at present is a wholly owned government enterprise. The structure of the company is as follows. (KuwaitOilCompany, 2014) External Environment Changes: The things that happen outside an organization is known as external factors.These external factors affect the internal function of a business.The objectives and strategies of a business can be affected by these external factors.External factors which affect the business are listed below: Social factor Legal factor Economical factor Technical factor Competitors These external changes cannot be controlled by any organization. (Hillstrom, 2006)Labour force trends and changes in the employment law are the external factors we are going to discuss in this study. Labour force trends: Any change in the labour force trend cannot be controlled by any organization.Kuwait Oil Company also cannot control the changes that are ongoing in the labour force trends.The labour force trend has a greater impact on the performance of Kuwait Oil Company.Each and every employee in an organization does not possess the same age, education, skill and gender.An organization must have the capacity to manage these characteristics in order to receive maximum contribution and commitment from their employees. A highly educated employee may not have a required skill to accomplish a task, in such case it is the duty of the HR manger to guide and train the employee to accomplish the task provided to him.Objectives of an organization cannot be achieved when an employee lacks certain skills required for doing a particular task. The HR department can effectively control the issues emerging from the labour force trends.The conflict between the human beings is inevitable because human beings are unique with their own mindsets.These problems stem from employee perceptions about their work environment and conflict between an employee and organizational needs. It is the responsibility of the organization to adopt certain changes to find the solutions of this conflicts.With the help of various approaches to job design like implementing realistic job previews and by reducing the employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s role conflict, stress, work overload and ambiguity, the problem caused due to labour trends can be effectively addressed (DiCecio, 2008). The issues that emerged in Kuwait Oil Company due to labour force trends are discussed below: Issues: Lack of skills When the employee gets promoted he may lack education qualification. Attrition rate Solutions to the issues caused due to labour force trends are discussed below: Kuwait Oil Company can adopt a proper HR policy.Performance appraisal can be used to review the performance of employees working for Kuwait Oil Company.Based on the results of performance appraisal program employees can be given training to achieve their personal goals as well as organizational goals and objectives.Attrition rate in the Kuwait Oil Company is due to the retirement of senior employees as well as resignation of other employees.A suitable recruitment policy can be adopted by the employees to close the vacancies that arise due to the retirement as well as resignation of employees of the Kuwait Oil Corporation. Changes in the employment law: A small change in the employment law affects the performance of the organization to a greater extent.Based on the employment law HR department can take care of the changes to be done in the Kuwait Oil Company.HR department can revise the contract of each employees based on the changes that are implemented in the employment law.It is the duty of the HR department to check out the working conditions and safety measures of the Kuwait Oil Company. The HR department must ensure the safety level of the employees.The HR department checks the recruitment to the retirement process is as specified by the employment law of Kuwait. Compensation to the employees is given as per the employment law. As per the employment law of Kuwait, the HR department of Kuwait oil Company must give priority to the Kuwait nationals in the recruitment process. The terms and conditions present in contract are based on the employment law of the employment law of Kuwait. Proper communication channel can be used to communicate about the recent development in the employment laws to the empoloyees.Changes in the policies of the organizations due to the employment law must be communicated to the employees.When there is a change in the employment law regarding the safety and security measures it is the responsibility of the Kuwait Oil Company to implement these changes.When there is a change in the policy related to salary, Kuwait Oil Company management identifies the change and take necessary steps to implement the change in their organization. Internal Environment changes: The changes in the internal environment are proactive and occur due to organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s own policies. Internal forces for change come from the organization.Some internal changes are: Technology changes Workplace communication Employment relationship Workplace communication: Communication commonly means transmission of commonly meaningful information.Communication in work place may be either oral communication or written communication. (Von, 2013) Communication function in organizations: Communication is the number one tool in organizations.It is the most powerful tool and significant characteristic of man kind.Nothing will happen without communication.Sucess of any management depends more on their ability to communicate with labour.Communication is nothing but the process of interchanging facts, view points and ideas between person placed in different positions by effective communication.Effective communication only will lead the team to work satisfactorily in the organization. (Von, 2013) Importance: For ensuring good coordinations,communication is a must.Most of the problems for human occur due to lack of communication.Communication is the process of initiating,transmitting and receiving information.Among these three stages,if any one la cks, definitely it will lead to misunderstanding of concept. (Von, 2013) There are a number of thoughts and concepts related to communication. The process of communications includes the following steps that are followed by Kuwait Oil Company. From the above diagram it is clear that the message from sender gets encoded and then sent through the message channel. Thereafter on reaching the right place it is decoded and then received by the appropriate person. The message receiver mostly gives the feedback. It should be noticed here that any interference is the whole process should remain out and should not disturb the whole process. Need for communication: To establish and spread goals of an enterprise widely. To develop plans for further achievement. To organize human and other resources in the most effective and efficient way. To lead,direct,motivate and create a good working environment. (Von, 2013) Communication flow in the organization: Communication flows in three directions in the Kuwait Oil Company.They are: Downward communication Upward communication Horizontal or lateral communication Downward communication: In this type the information is sent from the higher level to the lower level.The communication may be oral or written type.Oral communications are instructions,speeches,meetings,telephone,loudspeakers and written communications are memoranda,letter,handbooks,pamphlets,policy statements,procedures and electronic news display.Sometimes information may loss as it comes down the chain of command and it consumes move time.So feedback system is necessary for this type of communication. (Von, 2013) In the Kuwait Oil Company communication flows downward when the superior gives instruction about the work to be done by the subordinate.When the management communicate their objectives and policies to the subordinates we can experience a downward flow of communication. Upward communication: Upward communication flows from subordinates to superior as per organizational hierarchy.There is a chance of passing irrelevant information to their boss.The information may be modified or filtered from real think.The top level management can know about the production performance,marketing information and financial data and so on.This upward communication is mainly applicable for participative and democratic organization.The informations may be in the form of suggestion, appeal and grievances,complaints,counseling,group meeting,open-door policy,morale questionnaires,exit interviews and ombuds person. (Von, 2013) In the upward communication the subordinates give feedback about their superiors. In the Kuwait Oil Company the informations may be in the form of suggestion, appeal and grievances,complaints,counseling,group meeting,open-door policy,morale questionnaires,exit interviews and ombuds person. Horizontal or lateral communication: The information is passed between the same level of organization.This type of communication is mainly implemented in peed-flow information.It helps to better understanding of information and to coordinate towa rds the management goal.In Kuwait Oil Company lateral communication is followed between departments. Communication can be either oral or written.Written communication is passing of information in writing from one person to another through posters,circulars,leaflets,etc.In oral communication information is passed on orally from one person to another.It can be done by face to face, in meetings or by telephone etc. (Von, 2013) Barriers to effective communication in Kuwait Oil Company: Following are the barriers for effective communication: Physical barriers Personal barriers Organizational barriers Semantic barriers Mechanical barriers Physical barriers: It includes physical distance,distracting noises and other interferences.Difficulty in passing of message mainly increases with increase in physical distance. Personal barriers: It arrives from motives,attitudes,judgement and emotions.Finally it leads to psychological distances.It may be caused due to problems in encoding and decoding others sentiments,attitudes and motives. Organizational barriers: Usually information flows through hierarchical structure in organization in downward communication.So, there are many chances of information being filtered. Semantic barriers: It refers to the relationship of signs to their reference.It arises due to limitations of the symbolic system.Symbols may reach a personà ¢Ã¢â€š ¬Ã¢â€ž ¢s brain through any of the senses such as feeling or hearing.Generally,symbols may be classified as language,picture or action. (Von, 2013) Mechanical barriers: It includes inadequate arrangement for transmission of n ews,facts and figures,poor office layout,defective procedure as and practices. Following rules can be followed for effective communication in Kuwait Oil Company: The information to be passed must be simple and clear. A two way communication channel can be created. A mutual twist and relationship to open cordial can be developed. A proper time can be chosen to deliver the message. Regular feedback can be taken from the subordinates by the superiors. Empathetic listening can be induced by Kuwait Oil Company. Try to develop flexibility and customize the message according to the need of the audience. Technological changes: The Technological changes include the coming of new technologies, new products and services and various other innovations. The technological progress has a serious impact on the organisational change. The organisation change thus requires to be made as per the competitive technological change in the industry. The use of latest machines, high outputs, more variety and various other features needs to be added in the production process so as to make the product and service. Inability to bring about the technological change would result in no orders for the company, comparatively lesser output and lesser profits for the organisation. Thus brining technological change is the need of the hour so as to fight back competition and sustain in the business. Moreover the technological upgrades bring with them high quality, high output and proves to be more cost effective. Thus organisation in search of all the above features need to bring technological upgrades so as to improve its position in the industry and bring itself to a comfortable level of business and thereon profit margins. (Bakker Schaufeli, 2008).Both manufacturing and service organizations are increasingly using technology as a means to improve productivity and market competitiveness. Kuwait Oil Company uses technology at the bottom level of management to the high level of management. Technology is used in refining and also in decision making process.Technology change include a change in the problem solving and decision making approach and changing service methods.When the Kuwait Oil Company implement new technology, employees are not aware of the new technology.So the management of Kuwait Oil Company can provide a training to their employee in carrying out their work with the help of new technology.Kuwait Oil Company can hire well trained professionals and engineers to rectify the errors that occur in their refining machines and information technology used by them.By using advanced technology Kuwait Oi l Company can achieve its goals and objectives.It can be also able to produce quality products to its customers. The employment relationship: Employment relationship is the legal link shared by the employer and the employee.The relationship between the employer and employee is based on mutual dependency. It is the duty of every employer to treat their employee with proper respect.We can witness conflict and problems in organizations with good policies. Employment relationship can be affected by the following: Breaching the employment agreement Disputes over application of an agreement Unfair bargaining Compliance with the employment law Management style Communication Arrears of wages In order to prevent greater loss these problems must be solved at the initial stage or else it may cause greater loss to both the employees and the employers. (development, 2005) The employer and the employee can try to solve the disputes between them before taking the assistance of Employment Relation Authority. In Kuwait Oil Company, the common problem that occurs in the employment relation is the breach of employment law. In such situation the employer can discuss with the trade union of to sort out the issues if the issue could not be settled they can seek the help of the Employment relation authority.The employment relation can be also affected by the work place conflicts.Workplace conflicts include pay, working hours, performance issues, different goals, misunderstanding between the employer and the employee, issues regarding workload, profession, health and safety and level of cooperation. (development, 2005) The issues which change the equation of employment relations hip are issues related to working hours, workload issues and misunderstanding between the employees and employers due to salary.The following methods can be adopted to sort out the issues that arise due to the employment relationship: Maintaining proper communication channel to reduce misunderstanding. Hiring more workers to reduce the workload and working hours of the existing employees. Conclusion: Rapid change in the technology also affects the business process. . In this study changes such as workforce trends, developments in employment law, workplace communication, technological change and employment relation. Labour force trends are identified as age, education, skill level and gender of employees. The issues which arise due to labour force trends were found out to be lack of skill and education and high retirement rates. These issues can be avoided by providing proper training to the employees. Any development or changes in the employment laws can be implemented with the help of HR department. The communication in the Kuwait Oil Company is affected due to physical barriers such as noisy transmission and inconsistency in communication. These issues can be avoided by following an effective communication method. Bibliography Bakker, A.B. Schaufeli, W.B., 2008. Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, pp.147-54. development, c.i.o.p.a., 2005. Change agenda. DiCecio, R., 2008. Changing Trends in the Labor Force: A Survey. FEDERAL RESERVE BANK OF ST. LOUIS REVIEW. Hillstrom, 2006. USlegal. [Online] Available at: https://definitions.uslegal.com/m/managing-organizational-change/ [Accessed 15 December 2013]. KuwaitOilCompany, 2014. Board of Directors. [Online] Available at: https://www.kockw.com/sites/EN/Pages/Profile/Leadership/Boards-of-Directors.aspx [Accessed 20 April 2014]. Von, J.W., 2013. nwlink. [Online] Available at: https://www.nwlink.com/~donclark/leader/leadcom.html [Accessed 15 December 2013]. 1 | Page

Mini-Lesson Plans Template for Writers Workshop

A mini-lesson plan is designed to focus in on one specific concept. Most mini-lessons last approximately 5 to 20 minutes and include a direct statement and model of the concept from the teacher followed by a class discussion and execution of the concept. Mini-lessons can be taught individually, in a small-group setting, or to a whole classroom. A mini-lesson plan template is divided into seven sections: the main topic, materials, connections, direct instruction, guided practice (where you write how you actively engage your students), link (where you connect the lesson or concept to something else), independent work, and sharing. Topic Describe specifically what the lesson is about as well as what major point or points you will focus on in presenting the lesson. Another term for this is the objective—ensure that you know exactly why you are teaching this lesson. What do you need the students to know after the lesson is completed? After youre perfectly clear on the goal of the lesson, explain it in terms your students will understand. Materials Gather the materials you will need to teach the concept to the students. Nothing is more disruptive to the flow of a lesson than realizing you dont have all of the materials you will need. Student attention is sure to decline sharply if you have to excuse yourself to gather materials in the middle of a lesson. Connections Activate prior knowledge. This is where you talk about what you taught in a previous lesson. For example, you might say, Yesterday we learned about... and Today we will learn about... Direct Instruction Demonstrate your teaching points to the students. For example, you might say: Let me show you how I... and One way I can do that is by... During the lesson, ensure that you: Explain teaching points and give examplesModel by demonstrating how students will achieve the task you are teachingAllow for guided practice, where you walk around the room and help students as they practice the concepts you are teaching Active Engagement During this phase of the mini-lesson, coach and assess the students. For example, you might start the active engagement portion by saying, Now you are going to turn to your partner and... Be sure that you have a short activity planned for this part of the lesson.   Link This is where you will review key points and clarify if needed. For example, you might say, Today I taught you... and Every time you read you are going to... Independent Work Have students practice working independently using the information they just learned from your teaching points. Sharing Come together again as a group and have students share what they learned. Students can do this independently, with a partner, or as part of the entire classroom group.  Ask students: Did you use what you learned? Did it work? How will you use it next time? What types of things would you do differently?Tie up any loose ends and use this time to further instruct. You can also tie your mini-lesson into  a  Ã¢â‚¬â€¹thematic unit  or if the topic warrants further discussion, you can beef up the mini-lesson by creating a full  lesson plan.

Shakespeares Ideas About Love in His Sonnets Essay

Shakespeares Ideas About Love in His Sonnets The two sonnets Shall I Compare Thee and Let Me Not are by William Shakespeare. Love is the main theme of both sonnets. Shall I Compare Thee is written for Shakespeares love, and it is more personal and cheerful. He takes apart the greatness of a summers day and compares it to the subject of the poem, but the subject (whom we assume is a she) is always more divine and she is the most beautiful thing he has ever seen. The sonnet states that the subject is à ¢Ã¢â€š ¬Ã‚ ¦more lovely and more temperateà ¢Ã¢â€š ¬Ã‚ ¦ than the finest summers day. Let Me Not is a philosophical interpretation of love, and implies that this is what love should be like. In the end Shakespeare†¦show more content†¦In Shall I Compare Thee the first two quatrains talk about how beautiful the subject of the sonnet is and in the last quatrain it introduces the idea that she can be immortalised. He expresses this by saying à ¢Ã¢â€š ¬Ã‚ ¦but thy eternal Sommer shall not fadeà ¢Ã¢â€š ¬Ã‚ ¦ nor shall de ath brag thou wandrst in his shadeà ¢Ã¢â€š ¬Ã‚ ¦ The final rhyming couplet declares that writing poetry will immortalise her. Navigational imagery is used often in Let Me Not. For example, O no, it is an ever fixed marke, that lookes on tempests and is never shaken; it is the star to every wandring barke. Shakespeare is saying here that love guides a person, like a star to a lost ship, and without love we are lost. True love will weather all storms and will be constant. In the third quatrain Shakespeare writes about how love lasts till time ends and the word sickles could be used in the sense that he is gathering youth because à ¢Ã¢â€š ¬Ã‚ ¦rosie lips and cheeksà ¢Ã¢â€š ¬Ã‚ ¦ do not last forever. Although he says Love alters not with his breefe houres and weekes, But beares it out even to the edge of doome, meaning that love will last and not change even when they have gone grey and old. There is death imagery in the poem such as edge of doome meaning judgement day or the end of the universe. Also bending sickles can be interpreted as the grim reaper, symbolizing death. Other timeShow MoreRelatedWilliam Shakespeare and Edmund Spenser771 Words   |  4 Pagestheir own unique ways. In Shakespeare’s â€Å"Sonnet 18† and Spenser’s â€Å"Sonnet 75†, both poets speak of love in terms of feelings and actions by using different expressive views, allowing the similar topics to contain clear distinctions. Although Edmund Spenser’s â€Å"Sonnet 75† and William Shakespeare’s â€Å"Sonnet 18† relate in the sense that love is genuine and everlasting, Spenser suggests love more optimistically, whereas Shakespeare focuses on express ing the beauty and stability of love. While ShakespeareRead MoreEssay about Copmaring Shakespeares Sonnets 116 and 1471489 Words   |  6 PagesCopmaring Shakespeares Sonnets 116 and 147 Light/Dark. Comfort/Despair. Love/Hate. These three pairs of words manage to sum up William Shakespeares Sonnet 116 and Sonnet 147, while also demonstrating the duality of Shakespeares heart. Sonnet 116 reveals to a careful reader the aspects of Shakespeares concept of what ideal love is. However, Sonnet 147 shows the danger of believing in this ideal form of love. These two sonnets perfectly complement and clarify each otherRead MoreA Very Brief Biography of William Shakespeare1609 Words   |  6 Pagespassion for love, was one of the most prestige playwright, poet, and actor from the British Literature. He contributed his whole life writing some of the finest and well known plays and poems that are still highly valued in the present literary world. Shakespeare’s conventional themes for most of his plays and poems are about universal matters such as love, jealousy, and beauty which were common focus during the Renaissance era. During this period, Shakespeare’s p oems, Sonnet 29 and Sonnet 130, demonstratesRead MoreWilliam Shakespeare s Poetry Of Love1612 Words   |  7 Pagesromantic heart and his poetry is shaped by love. His poems usually depict the passion and sacredness of relationships. By comparing two poems from William Shakespeare it is shown how he has been able to articulate the poetic theme of love. This seminar will analyze and explore two of Shakespeare’s poems focusing on the particular theme of love. Shakespeare deals with deep and enduring love, as he applies his past experiences to his poems. Shakespeare’s poems Sonnet 116 and Sonnet 130 are based aroundRead MoreWilliam Shakespeare s View Of Love1426 Words   |  6 Pageschosen to write about what seems to be Shakespeare’s view of love in poems. Shakespeare had ways of including hidden meaning and messages that many people do not even know today because they do not understand or it is unfound. Although it difficult at times to understand the messages that Shakespeare was trying to convey, we still get a good sense of what the overall main idea of his poems are which has to do mostly with love. According to Shakespeare-online, Herford writes, â€Å"Although love is the overarchingRead MoreDicussion of the Purpose of Shakespeares Sonnet 181129 Words   |  5 Pages Shakespeares collection of sonnets is heralded as one of the greatest, most ambitious sonnet collections in English literature. Of these154 sonnets, the first 126 of them are addressed to a fair youth, a beatiful young man, with whom Shakespeare has developed an intimate friendship. The overarching theme of devotion in antimony to mortality denotes that â€Å"Sonnet 18† is predominantly a love poem. Accordingly the purpose of the poem seems initially to be to compare his beloved friends handsomnessRead MoreShakespeares My Mistress Eyes Are Nothing Like the Sun Essay697 Words   |  3 PagesShakespeares My Mistress Eyes Are Nothing Like the Sun Many authors compose sonnets about women whom they loved. Most of these authors embellish their womens physical characteristics by comparing them to natural wonders that we, as humans, find beautiful. Shakespeares My Mistress Eyes Are Nothing Like the Sun contradicts this idea, by stating that his mistress lacks most of the qualities other men wrongly praise their women for possessing. Shakespeare presentsRead MoreShakespeare s Sonnets Of William Shakespeare1006 Words   |  5 PagesNearly 400 years after his death, the works of William Shakespeare have become well-renowned. One could say that through his work, the subjects of which he wrote and the author himself have become immortalized, receiving acclaim from scholars around the world. One such collection of work that has gained fame and admiration is his sonnets. Shakespeare’s 154 sonnets have received much speculation and criticism over the years regarding their intent and subjects. Although some believe ShakespeareRead MoreShakespeares Sonnets: the Theme of Love1314 Words   |  6 PagesShakespeares poems are the monument of a remarkable genius but they are also the monuments of a remarkable age. The greatness of Shakespeares achievement was largely made possible by the work of his immediate predecessors, Sidney and Spenser. br brShakespeares sonnets are intensely personal and are records of his hopes and fears, love and friendships, infatuations and disillusions that in turn acquire a universal quality through their intensity. br brThe vogue of the sonnet in the ElizabethanRead MoreWilliam Shakespeare s Sonnets 1610 Words   |  7 Pagesbeauty of his love with the beauty of seasons and nature, while strongly opposing the passage of time with its destructive nature. In his 154 sonnets, there are clear examples of passage of time that highlight both his stylistic techniques as well as key personal events in his life. Early poems discuss his thoughts about love and birth, while later works typify his romantic nature with vivid imagery that highlight beauty. Although Shakespeare’s poems center on the subject of love, scholarly

My Son My Motivation Essay Example For Students

My Son: My Motivation Essay My 2 year old son is my motivation to become an RN in the medical field. He is the one that always puts a smile in my face with his silly sayings. There is always something new he does or he says, like for example as I write about him, he is playing with his cars and making his dinosaurs noises and crawls back and forth, yes he is a distraction but what he wants is for to play with him and pay attention to him. At the age of 16, I became his mother and at some points I founded difficult to attend school while being pregnant, my parents always push me to become strong and educated to be where I am know, attending TSTC. I have seen my parents struggle and I have decided to pursue my education in the medical field to provide a better future for my son and me. He is the one person who is pushing me to follow my dreams a gift that has been very rewarding to me by choosing him as my son. I know it’s not easy to leave him behind as I come to school but like all of us, we have to sacrifice some things. I leave him behind wondering what his day will be like if he has ate, if he has played or if he is watching TV. I miss every little face reactions he makes. As soon as I get back from school and step into the living room his face is priceless. He runs to me with the biggest hug and kisses and says mama! I love him and he means the world to me, because of him I will become everything I can be, so I can provide him with a better future for both of us. In addition to my education, I know what I want in life, I want to be able to help others and growing up I have always found an interest in the medical field. I know that I am capable of achieving this goal I have set for myself. Life has been good to me and I know I am very young to have a son but he is my world and I wouldn’t change this for anything. I know I will struggle and at times I will find myself lost but I have my son to think about and giving up isn’t in my priorities. I want to be his role model and for him to look up to me, I want him to see that following your dreams and staying in school, will get you far in life. I want for him to be the best he can be, and that no matter the obstacles in life everything is possible with hard work and having a positive attitude. That’s is why coming to school and learning with the tools the teachers give me, I will prepare myself for upcoming midterms and pass them to proof to myself that no matter how young or old a person is, it’s never too late to continue your education and follow your dream.

Talent Management Strategies and Measures

Introduction The modern business environment is facing enormous changes and constant challenges that result from human resource errors and production failures. Given the increasing demand for exemplary services by consumers, managers are continuously looking for new talents in the labour market to replace incompetent workforce and fill vacant positions (Kehinde, 2012).Advertising We will write a custom article sample on Talent Management Strategies and Measures specifically for you for only $16.05 $11/page Learn More While the increasing need for human resources is obviously pervasive, poor realisation of the impact of retaining talented workforce has placed organisations on high wage bills and low performances. Wing (2004) postulates that the technique of talent management has become one of the most incredible strategic plans of human resource management that has provided companies with the means of retaining talented workforce. Talent management has re cently proven to be effective means of empowering workforce, creating workplace motivation, and retaining workers (Kehinde, 2012). To expound on the talent management concept, this essay explores the talent management strategies and measures implemented by the International Organisation of Supreme Audit Institutions (INTOSAI). Overview of Talent Management and INTOSAI Traditionally, organisations mostly believed in constant retrenchments and replacements as a way of managing inefficient workforce and eliminating the incompetent workers in workplaces (Gubman, 2004). Due to the increasing complexities in the labour market with workers frequently seeking for more paying professions, the need for capacity building to maintain talented workforce has heightened (Wing, 2004). Opposed to the traditional disorderly retrenchment programs, modern talent management has received an advanced technical approach and a new meaning altogether. Lewis and Heckman, define talent management as a systemat ic human resource practice of managing the supply, the demand, and the stream of talented workforce through the human capital parameters (2006). The practice of talent management comprises of a set of practices initiated through the human capital management processes, to manage efficient human resource in organisations. According to Lewis and Heckman (2006), talent management ensures that the workforce aligns with business goals and is capable of driving corporate goals to a meaningful success. Human Capital Management (HCM), as a human resource strategic plan ranges from a few motivational supports to a series of corporate strategies tailored towards ensuring effective capacity building and talent management (Romans Lardner, 2005).Advertising Looking for article on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Being a succession planning technique where new and motivated workforce replaces retirees to retrenched worke rs, organisations have embraced the concept of talent management and have designed varied techniques of managing talent (Wing, 2004). The International Organisation of Supreme Audit Institutions is among the modern organisations that have acknowledged the growing impetus of human resource management and talent retention. The company launched a capacity building committee predominantly to ensure that Supreme Audit Institutions (SAI) make the most out of the talents available in their workforces (INTOSAI, 2013). INTOSAI community as the custodian of the SAI advocates for capacity building as part of talent management techniques (INTOSAI, 2013). The organisation uses varied talent management strategies and measures to achieve capacity building through a mutual work plan. Talent Management Strategies and Measures of INTOSAI Companies have initiated various talent management strategies to nurture talents of workers and make them more useful to the corporate and individual development (Ca ppelli, 2008). The main objective of the INTOSAI organisation as a custodian of SAIs is to offer developmental support and advice on human capacity building through different measures of enhancing talent management in their human resource sectors. INTOSAI has a Capacity Building Committee (CBC) that has placed a range of practices and measures for talent management to ensure that SAI workers and their institutions benefit from the capacity building initiatives (INTOSAI, 2013). The CBC has four main committees, namely, the INTOSAI Development Initiative (IDI), the Professional Standards Committee (PSC), the Model International Organization (MIO), and the Knowledge Sharing Committee. INTOSAI committees engage in talent management techniques, which include holding mutual workshops towards innovative strategies, employee training and development, employee certification, working on the knowledge sharing initiatives, and development of professional working standards.Advertising We wi ll write a custom article sample on Talent Management Strategies and Measures specifically for you for only $16.05 $11/page Learn More The INTOSAI Development Initiative (IDI) Nurturing human talents through capacity building and talent management techniques requires a series of approaches to exhaust the abilities of individuals in a workplace (Lewis Heckman, 2006). INTOSAI has a development initiative that works closely with the capacity building committee towards talent management of employees of the SAI communities across the world. â€Å"The INTOSAI Development Initiative is an INTOSAI agency, which supports Supreme Audit Institutions in developing countries, in their efforts to sustainably enhance performance, independence and professionalism† (INTOSAI, 2013, par. 2). The development initiative has a series of activities and processes aimed towards harmonizing and facilitating efficient SAI capacity development agendas. The agenda of the develop ment initiative is to disseminate global public goods, empower regional bodies, develop supportive communities and networks, and assist in formulating effective support to the SAI groups (INTOSAI, 2013). Such initiatives intend to enhance talent management and capacity development among the workers of Supreme Audit Institutions and related agencies in developing countries. As a human resource strategic plan that helps people improve their competencies, talent management and capacity development involve efforts towards enhancing the individual performance of workers (Wing, 2004). INTOSAI enhances the performance of SAI through the IDI platform, with numerous talent management initiatives and professional development agendas. In practical professional development, the IDI is responsible for training, couching, and improving the skills of SAI professionals in issues related to the use of information technology in auditing (INTOSAI, 2013). The IDI prepares the IDI Global Programme with a purpose of enhancing professionalism of workers through making them competent in the e-courses related to auditing. The IDI Global Programme conducts training on the e-courses, undertakes online course support, and assesses the growth of SAI workers in e-courses through examinations and certification (INTOSAI, 2013). To enhance work proficiency, SAI workers undertake e-courses, engage in IT programmes supported by the IDI Global Programme, and receive results and certificates when successful in the courses offered.Advertising Looking for article on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The IDI platform acts as an employment network for assisting qualified employees to seek working opportunities within the Supreme Auditing Institutions. Since several accountants across developing countries are seeking opportunities to enhance their professional experience in established accounting firms, IDI platform acts as a professional breakthrough for aspiring workers (INTOSAI, 2013). The IDI has an open website for the SAI workers who have interest in understanding networks and communities of professional accounting. The website supports SAI employees to have access to capacity development programmes that are essential in the development of employee careers in the accounting and auditing fields. Proper governance is an important aspect in INTOSAI, as leadership is important in management of SAIs (INTOSAI, 2013). The IDI enhances governance in SAIs through providing professional training to SAI managers strategically to improve accountability and transparency. Public accountin g requires professional and effective leadership, and through enhancing corporate governance, IDI makes SAI managers competent to lead public accounting firms. The Professional Standards Committee (PSC) The modern workplace environment requires proper understanding of the regulations and the practice standards that govern a professional field (Cappelli, 2008). The INTOSAI organisation understands that SAI workers in developing counties need professional standards that guide their practices in the field of financial auditing. As part of their capacity building initiative, INTOSAI has an effective professional standards committee that oversees the practices of SAI agencies to ensure that professional auditing standards are efficient (INTOSAI, 2013). The main objective of the Professional Standards Committee is to initiate and maintain international auditing standards that Supreme Audit institutions should utilize. Professional standards in auditing are essential, since they improve th e credibility and competence of employees working in public accounting firms (INTOSAI, 2013). Additionally, the PSC assists members of the INTOSAI community to ensure that their audit teams develop effective communication strategies and policies. The PSC also advices and promotes efficient leadership behaviours through providing support on formulating policies towards good governance. In enhancing standards of public sector auditing, the professional standards formulated by the PSC normally assist INTOSAI members to create policies and regulations of ensuring standard performance in the audit activities and report making. INTOSAI (2013) believes that such approaches act as basis for establishing professional auditing skills to workers, which subsequently help in enhancing individual proficiency in public auditing. PSC further assists INTOSAI members to understand the need for undertaking public auditing in accordance with the ethical principles of auditing (INTOSAI, 2013). The profe ssional competence of finance auditors lies in their ability to practice auditing while observing the required business ethics governing the auditing practice. Through ensuring that SAIs work in accordance with the professional auditing standards, the PSC helps workers and managers to become efficient, competent, and independent in their public auditing practices (INTOSAI, 2013). Therefore, INTOSAI achieves talent management aims through ensuring that auditing standards support SAI workers to work professionally in the sector auditing. Talent management through capacity development in INTOSAI also entails formulation of various committees and groups to support SAI members to perform duties in accordance with the established auditing standards. The PSC has a financial audit subcommittee, a performance audit subcommittee, a compliance audit subcommittee, and an accounting and reporting subcommittee (INTOSAI, 2013). The financial audit subcommittee is very essential to the performance of SAI workers in the public sector auditing. According to INTOSAI (2013), the subcommittee helps SAI workers to develop standard financial statements that are essential in the public sector auditing and documentation of public audit concerns. The financial audit subcommittee formulates high-quality guidelines that ensure that the SAI members undertake the above audit mandates in the globally accepted audit standards (INTOSAI, 2013). As a capacity-building strategy, the performance audit subcommittee is responsible for formulating guidelines for effective performance auditing, public sector audit reforms and developments, and the relevant evaluation or auditing methods. In helping SAI workers to comply with the international auditing standards, PSC has a compliance audit subcommittee that elaborates and clarifies the terms of compliance audit (INTOSAI, 2013). The compliance audit subcommittee helps SAI audit members to understand the different mandates governing compliance audit and provides them with a practical guidance on planning, execution, and reporting of compliance audit (INTOSAI, 2013). Such efforts have been crucial in supporting SAI members to perform their public auditing duties in a standardised and professional manner. The work of auditors is never complete if the financial assessment does not end with an audit report. The accounting and reporting subcommittee is an efficient agency of PSC that helps workers to unveil audit reports in a standardised and professional manner (INTOSAI, 2013). The subcommittee helps SAI workers to prepare auditing periodic reports in the desired accounting and reporting standards. All these practices help SAI workers to grow professionally in their auditing practices. The Knowledge Sharing Committee Modern talent management involves a number of strategies that entail empowering individuals professionally through knowledge acquisition and sharing on basic issues surrounding the professional practice of a certain field of work. Likierman (2007) argues that having a high knowledge base is one of the critical aspects that contemporary human resources should have to cope with the changing dynamics of workplaces. INTOSAI organisation has understood the need to embrace knowledge sharing, cooperation, and mutual workplace growth. The capacity building initiative of INTOSAI tailored towards knowledge sharing has several practices and activities that help SAI workers to share knowledge with great openness and cooperation (INTOSAI, 2013). The strategies of knowledge sharing agenda include establishment of new working groups and maintenance of existing-working teams. Knowledge sharing also enables SAI workers to share ideas on best auditing practices, workplace diversity, and global communication strategies and policies. Such practices enable workers to share experiences and challenges in the field of public accounting. With the increased innovation and growth in technology, workers possess different level s of abilities, knowledge, ideas, proficiency, and exposure in certain professional fields (Likierman, 2007). The contemporary knowledge base on professional practices and auditing is broad and dispersed among workers in organisations. As a strategy towards capacity development among workers, the knowledge-sharing programme of INTOSAI promotes employee partnerships in undertaking academic activities and research on auditing practices (INTOSAI, 2013). The partnerships allow SAI members to share ideas and opinions on the auditing research, and the requirements necessary in compiling INTOSAI audit reports to enhance consistency in accounting research. The knowledge accumulated and shared among workers of SAI is very essential in improving the service provision in the public sector audit (INTOSAI, 2013). The knowledge-sharing initiative allows managers and workers to participate in holding mutual workshops towards innovative strategies. INTOSAI Workshops are centres of professional deve lopment and training, where audit consultants provide consultations on auditing issues. Professional consultations help SAI workers to increase knowledge base on the present and emerging accounting issues. â€Å"A consulting perspective, often influential in the design and operation of capacity-building programs, tends to focus on the practical use of information to improve current and future performance† (Wing, 2004, p.154). The knowledge-sharing initiative falls into various divisions, namely the public debt group, the IT audit group, the financial modernisation and reform group, the anti-corruption and money laundering group, and the task force that regulates and discusses issues of audit on procurement contracts (INTOSAI, 2013). These knowledge-sharing groups have different mandates and objectives tailored towards assisting members of the SAI community to undertake auditing in a professional manner. Workers engage in competency-building discussions, engage in research and discussions on IT audit practices, anti-corruption audit, the public debt audit, and in financial modernisation and reforms audit (INTOSAI, 2013). These practices are essential platforms of capacity development as they enhance employee competency in auditing. Model International Organization (MIO) Talent management is effective, when leadership, efficiency in practice, and decision-making are core values in a professional field (Romans Lardner, 2005). Talent management strategies are also successful when firms consider supporting the development programmes with appropriate finance and resources. A significant capacity-building component of the INTOSAI community is the Model International Organisation (MIO), which ensures effective governance and coordination of SAI public auditing activities (INTOSAI, 2013). The MIO initiative promotes efficient, valuable, and economical working practices of SAI in the field of the public audit sector. Such efforts are appropriate as they enable S AI workers to engage resourcefully in the INTOSAI audit training and capacity development. Talent management is part of empowering workforce, and financial stability in talent management programs is essential to encourage workers to participate in the initiatives (Frank Taylor, 2004). The MIO initiative has a Finance and Administration Committee (FAC) that supports SAI members financially, to relieve them from the training and development expenses. The most imperative contribution of the MIO initiative is its duty in enhancing effective decision-making on issues regarding empowerment, motivation, employee development, training, and other capacity-building agendas (INTOSAI, 2013). The MIO board of leaders supports individual SAI agencies in making decisions that are essential in supporting the activities of capacity development of INTOSAI. Such approaches strengthen the bond between regional SAI agencies and the international INTOSAI system towards capacity development and talent ma nagement (INTOSAI, 2013). The MIO system promotes effective auditing practices and ensures that decisions and activities of regional SAI agencies reflect actions that are essential for capacity development. As part of knowledge empowerment, the MIO system carries out assessment on professional growth of individual workers in the public audit sector and provides certification to auditors on relevant public audit management courses offered through the global INTOSAI (INTOSAI, 2013). Such initiatives make auditors competent in the public auditing field and create professional confidence to SAI workers. An efficient means of ensuring that capacity building is triumphant is through proper planning and designing of programmes that support the initiatives of capacity development (Gubman, 2004). The MIO system provides INTOSAI agency with means of enhancing their approaches through providing guidelines in strategic planning and coordination of activities and duties of the capacity building initiatives (INTOSAI, 2013). The MIO system has a strategic FAC taskforce responsible for strategic planning on the effective development, monitoring, and implementation of the designed capacity building plans (INTOSAI, 2013). The team ensures that all activities, arrangements, methods, and targets of the capacity development initiatives are running in an orderly arrangement. The INTOSAI governing body, the committee members, the director of INTOSAI strategic planning, and the regional working groups, merge together to formulate policies and strategies that ensure that preparation and implementation of the plans reflect the desired goals of capacity development (INTOSAI, 2013). Such efforts ensure that members achieve talent management efficiently. Conclusion Talent management is undoubtedly the most effective approach of attracting and retaining workforce in modern organisations where innovation seems to change in accordance with the rising business challenges. Companies have devel oped different strategies and measures of undertaking talent management in their organisations. INTOSAI is a global auditing organisation that oversees professional growth and monitors the adherence of SAIs to the global professional auditing standards. Categorised in four main groups of capacity building, the four committees and task forces on different areas of organisation initiatives are generally responsible for capacity development. The four task forces assist INTOSAI in developing professional standards of auditing that SAI workers use as guidelines in the public sector auditing. The committees also formulate policies, regulations, strategic plans, and norms that govern capacity development within the INTOSAI initiatives. The INTOSAI agency also ensures professional training and growth of the SAI workers through relevant professional assessment and appropriate audit certification. References Cappelli, P. (2008). Talent management for the twenty-first century. Harvard Business Review, 86(3), 74-81. Frank, F., Taylor, C. (2004). Talent management: Trends that will shape the future. Human Resource Planning, 27(1), 33−41. Gubman, E. (2004). HR strategy and planning: From birth to business results.  Human Resource Planning, 27(1), 113−123. INTOSAI (2013). The International Organisation of Supreme Audit Institutions (INTOSAI). Web. Kehinde, J. (2012). Talent Management: Effect on Organizational Performance. Journal of Management Research, 4(2), 178-186. Lewis, R., Heckman, R. (2006). Talent management: A critical review. Human Resource Management Review, 16(1), 139-154. Likierman, A. (2007). How to measure the success of talent management. People Management, 13(4), 46-47. Romans, J., Lardner, L. (2005). Integrated talent management at BD Japan. Strategic HR Review, 4(5), 16-19. Wing, K. (2004). Assessing the Effectiveness of Capacity-Building Initiatives: Seven Issues for the Field. Nonprofit and Voluntary Sector Quarterly, 33(1), 153-160. This article on Talent Management Strategies and Measures was written and submitted by user Marcus U. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Republic Of Panama Essays - PanamaUnited States Relations

Republic Of Panama Essays - PanamaUnited States Relations Republic of Panama An emerging nation is a group of people linked together through nationalism in the hopes to rise from obscurity with the common goal to become a more productive and cohesive country. Panama is indeed known as one of the worlds emergent nations. There are many plans under way to ensure a better, more productive future for Panama. The current president, Ernesto Perez?s main platform was to modernize Panama. He hopes to achieve this by reforming labor codes, investment laws, decreasing import barriers, privatizing the public sector companies, passing anti-monopoly laws and improve Panama-US relations, just to name a few. President Perez is planning redevelopment of the Panama Canal Zone. Efficient operation of the Zone is expected in the year 2000. The most important interest the United States has in Panama is definitely the Panama Canal. (2.)The Panama Canal Treaty of 1977 and1979 returns the Canal from the U.S. control to the Panamanians. Between that time the U.S. agreed to pay $10 million for control of the Canal until 1999. Also an annuity of $250,000 was tacked on and we promised independence for Panama. Each year the price we pay for the canal rises. The total in 1995 was $100.2 million due to certain provisions of the treaty. (1.)The treaty also set up the Panama Canal Commission Organization (PCCO). The PCCO is a part of the executive branch of the United States. It was enacted to manage, operate, and maintain the canal until the term ends on December 31, 1999. The commission is expected to recover all costs of operating and maintaining the canal through tolls and other revenue. This includes interest, depreciation, capital for plant replacement, expansion, improvements, and payments to the Republic of Panama for Public services and annuities. The revenues are deposited into a U.S. Treasury accounted known as Panama Canal Revolving Fund. (3.)The tolls being paid are based on ships tonnage. Currently the tolls are $2.39 per PC/U.S. Net Tons for Laden (w/passengers or cargo) vessels, $1.90 per PC/U.S. Net tons for Ballast(w/out passengers or cargo) vessels, and $1.33 for other miscellaneous vessels. Though tolls have been gradually increasing there is an expected deficiency in the future. In 1997 tolls increased 8.2% and in 1998 they are only expected to rise7.5%. In 1996 a total 13,536 and 198,067,990 in vessels and cargo passed through the canal. That equals $486,688,265 in tolls. We could probably have a substantial amount of profit from the tolls if we didn?t have to rent the canal from Panama every year until 1999. Specifically for U.S. interest, in 1995, 899 thousand long tons of Japanese?s automobiles were ship to the canal. Half of these were marked for the United States. Also, 44.1 million long tons of grain coming from the gulf went through the canal which was mostly heading for the far east. (4.)Approximately 13% of international seaborne trade passes through the Panama canal. This doesn?t seem like much but the United States is one of the major users of the canal. Economically, Panama hopes to the trading hub of this hemisphere. Anyone who has control of the Panama Canal will eventually be the trading hub this hemisphere. This includes instillment of a banking center of the world, free movement of capital, a better tourism incentive, and a restructured economy based on free markets. (5.)In 1995 Panama?s Gross Domestic Product (GDP) was 6,961. The GDP per capita was 2,646. Panama?s natural resources are timber, seafood, and copper ore. Most of the products they export are bananas, corn, sugar, rice, coffee, shrimp, timber, assorted vegetables, and cattle. The United States is one of Panama?s major markets for their exports. There are 2 billion tons of copper ore which is reality able to be mines. Also they export approximately $14 million in tropical fruit a year. The export of vegetables has doubled in the last three years. Another of Panama?s resources is the tourist attractions. There are miles of white sandy beaches and numerous islands on each coast. This allows for excellent snorkeling, skin diving, and fishing adventures. The climate in Panama is tropical all year round. It is rather unclear to ma as what the United States should actually do with Panama. Do we really want to give the canal to the Panamanians. I don?t think so. Do we have to give the canal back. NO, we stole it first, fair and square. Yes we do have a treaty with Panama but it would not be the first time a country has broken a

HUMAN RESOURCE MANAGEMENT Essay Example | Topics and Well Written Essays - 2750 words - 1

HUMAN RESOURCE MANAGEMENT - Essay Example In this regard, the business objectives might encompass enhancement in sales turnover, increment in profits and accomplishment of superior competitive position over chief business market competitors (Westwood, 2002). The imperative advantages of an effectual corporate plan that is initiated by different organizations are adopting as well as implementing better decisions, saving operational costs, focusing upon fulfilling long-term goals and most importantly attaining desired business targets (Chary, 2009). It has been viewed that a corporate plan may assist an organization towards attaining success in future, if it is incorporated with the significant concern of manpower planning. In this similar context, the notion of manpower planning denotes a systematic procedure of placing appropriate personnel in the suitable work or operational departments. This particular concept of manpower planning is also acknowledged as ‘Human Resource (HR) Planning’ that supports different organizations to attain their expected business targets by a considerable level. In other words, manpower planning is fundamentally described as an effective strategy for the attainment, enhancement, implementation and retention of the human resources of a specific organization (Price, 2007). In this paper, a detailed assessment of the assertion that "unless there is a corporate plan for the organization integrated with the manpower plan, manpower planning is worthless" will be taken into concern. Moreover, the valuable linkage between HR planning and the corporate plan of an organization and the different features of HR planning that must help the procedure of organizational change will also be discussed in this paper. The assertion i.e. "unless there is a corporate plan for the organization integrated with the manpower plan, manpower planning is worthless" principally depicts that the notion of manpower planning would become much beneficial for

The Woman's Role in the Islam Religion Essay Example | Topics and Well Written Essays - 2250 words

The Woman's Role in the Islam Religion - Essay Example val of Islam. Similar to other religious, Islam has stipulated a certain position of women in society including their role and social status. The Islam tradition goes back to the 7th century when the revelations transmitted to the Prophet Muhammad who emphasized Islam’s continuity with earlier Semitic traditions. During this period of time, the patriarchal nature of most Islamic societies reinforced the pervasive belief that Muslim women were more subject to the control of men than were women in most other societies. This control was dramatic in the case of Muslim women during the 7-10 centuries. They were secluded immediately upon marriage; that was, they were removed from contact with men (other than relatives) and rarely allowed to move about in public. Islam stated that "marriage is the only road to virtue and that in marriage wives must be submissive and obey their husbands† (Roded 1999, p. 57). Girls generally married between the ages of ten and twelve. Scholars have argued that the definition of power should be broadened to include the invisible control of events by women, which gave them a certain stat us and position. In Muslim societies, kinship and lines of descent were important, and consequently women's power was most visible as they matured and developed the ability to influence the lives of others in their immediate kin and descent groups. In these societies, high-status aristocratic women in particular had power in their ability to influence the actions of their sons, husbands and other male relatives (Roded 1999). Quran and its laws had the profound impact n position and status of women in society and their relations with men. In general, Muslims affirm the Quran to be God's actual words; Muhammad is neither author nor editor, for no human agency influenced the formation of the text. Muhammad does not, therefore, function in the way, for example, the Evangelists do in Christianity. The Islamic tradition is reluctant to allow even this modicum of human involvement in the production of the Quran. Muhammad is not a partner but a go-between, chosen from among men to transmit verbatim God's Word communicated to him through the angel Gabriel. The role of women is to listen and obey, to live the life outlined for them in the revelation and the traditions, and made specific in the law. During the Middle Ages, the role of women in society did not change greatly affected by strict social laws and religious traditions. A blend of Islam and local cultural prescriptions shaped women's lives. In Muslim societies, the local culture was clearly patriarchal, making it difficult to distinguish what part of current culture came from Islam and what pre-Islamic influences remained (Roded 1999). The pre-Islamic record in Iran, Afghanistan and Iraq suggested important public and political roles for royal women. It was clear from historical accounts that the incorporation of Islam into the society profoundly changed the cultural, political, and social conditions under which women lived and worked. Prior to the coming of Islam, women of aristocratic origin had participated in public affairs (Nashat and Beck, 2003). Since the inception of the Islam religion, women were instructed to dress simply and modestly, while all men

Is There One Best Way to Structure an Organisation Essay Example for Free

Is There One Best Way to Structure an Organisation Essay Organisation is an entity in which people work together to accomplish a set of goals. Organisations have certain pattern of activities, that is, structures. There is no best way to structure an organisation, since the structure is always adapted to best serve the functions of the organisation. The optimal organisational structure is contingent upon both internal (such as strategy, size, and technology) and external situations (such as external environment) – this is referred to as ‘Contingency Theory’. Based on the academic articles as well as the empirical evidence provided, four contingency factors are covered to justify my position, including strategy, technology and innovation, environmental uncertainty, and size. Firstly, strategy is an important contingency of organisational structure. One of the most important features of an organisation is the goal. Organisations utilise different strategies to accomplish their goals, and a variety of organisation structures are adopted to best serve the strategies since an appropriate structure is critical to the effective strategy implementation. In the early 1960s, Chandler developed the contingency model which research on the strategy-structure relationship within companies (Qiu Donaldson 2010), he suggested that the optimal organisational structure is contingent on various factors, including the strategies (Pertusa-Ortega, Molina-AzorÄ ±n Claver-Cortes 2010). In the 1970s, the structural contingency model was extended to multinational corporations (MNCs) (Qiu Donaldson 2010). Based on the research since then, Qiu and Donaldson (2010) constructed the Cubic Contingency Model which incorporates the previous models to propose the structure-strategy fits for nine MNC structures. The nine structures fit for different levels of contingent strategies which mean that the design of the structure of an organisation is highly contingent on the organisation’s strategies. Since the organisation’s strategies are never stagnant and are always adapt to accomplish its goal, there can never be a best structure for an organisation. Pertusa-Ortega, Molina-AzorÄ ±n and Claver-Cortes (2010) approached the relationship between strategy and structure from a different angle – resource-based view (RBV). They argued that organisational structures should be considered as a resource for the development of strategies and a source of competitive advantage. Although this approach differs from Chandler’s, it reinforces the strong connection between strategy and structure that organisational structure influences the competitive strategies. As competitive strategy is constantly adapted to the latest goals of the organisation, the structure needs to be varied accordingly, thus there is not a best structure. Technologies and innovations are important to the organisational process of converting inputs into outputs, thus it is also an important contingency of the organisational structure. Firms adapt their structures to the technology or innovation activity they utilise. Leiponen and Helfat (2011) conducted studies to examine the relationship between the innovation activity and the organisational structure of a company, namely, RD. They examined the two conflicting perspectives on the best structure (centralisation or decentralisation) under which RD was able to achieve greater innovation output. According to knowledge-based view, decentralisation is more effective for updating existing technology as well as acquiring new sources of knowledge. On the other hand, organisational economics argues that centralisation reduces the cost of communication and coordination, thus improves the innovation output. Leiponen and Helfat (2011) incorporated both literatures and concluded that decentralisation served imitative innovation better, whereas centralisation led to greater new-to-market innovation output. Leiponen and Helfat’s research effectively proves that the organisational structures are contingent on technology and innovation; since organisations’ technology and innovation activities differ by their degree of standardisation, there is no best way to structure an organisation. Another contingent factor of organisational structures is the environment. â€Å"Contingency theory holds that individual organisations need to adapt to their internal and external environments in order to survive and thrive† (Qiu and Donaldson 2010, p. 81). Managerial discretion is highly dependent on the organisation’s environment and its level of uncertainty (Ferner et al. 2011). The uncertainty of environment requires high level of flexibility within an organisation. Ferner et al. (2011) examined the relationship between span of control and the organisation’s external and internal environment. Based on the empirical data collected, they made several observations. One of the observation stated that variables such as nationality (external environment) and product standardisation (internal environment) affect the degree of central control in multinational companies. US ownership features with relative centralised control of HR in subsidiaries and standardisation of product tend to cause less subsidiary discretion. These studies reflect the close relationship between external and internal environment and the organisational structure. Furthermore, a research conducted by Nandakumar, Ghobadian and O’Regan (2010) indicated the relationships between the environmental dynamism and the business strategy as well as the organisational structure. They observed that highly dynamic environment favoured the cost-leadership strategy with organic structure whereas lower dynamism favoured the differentiation strategy with mechanistic structure. Thus the structure of an organisation is always adapted to the environment, and there is no best structure. Moreover, the size is another contingency variable influencing the design of organisational structure. Organisations with smaller size tend to be more organic and flexible whereas those with large size have more bureaucracy involved (Bradshaw 2009); larger organisations usually have mechanistic structure with more specialisation, centralisation and departmentalisation. Bradshaw (2009) examined several contingency factors of non-profit organisational structure, including age, size, strategy, environmental stability and so on. Based on the empirical data collected, the size along with organisational age is identified as factors to determine the organisation lifecycle (from founding to mature). Generally, the greater age means greater formalisation and the larger size means a more elaborate organisation structure. Thus, it can be concluded that the organisational structure is also contingent on the organisational size. As size varies according to the companies’ type and strategy, there is no best way to structure an organisation. In conclusion, there is no best way to structure an organisation. The optimal organisational structure is contingent upon various factors including strategy, innovation, environment and size. Due to the variance among organisations in terms of these contingency factors, the structures of different organisations vary. Furthermore, the dynamic nature of the internal and external environment of organisations means that the structure of any organisation is always adapted to best serve its goals. Bibliography Bradshaw, P. 2009, ‘A Contingency Approach to Nonprofit Governance’, Nonprofit Management Leadership, vol. 20, no. 1, pp. 61-81, viewed 18 March 2012, [EBSCO host / Business Source Premier]. Ferner, A., Tregaskis, O., Edwards, P., Edwards, T., Marginson, P., Adam, D., Meyer, M. 2011, ‘HRM structures and subsidiary discretion in foreign multinationals in the UK’, International Journal of Human Resource Management, vol. 22, no. 3, pp. 483-509. Leiponen, A., Helfat, C.E. 2011, ‘Location, decentralization, and knowledge sources for innovation’, Organization Science, vol. 22, no. 3, pp. 641-658. Nandakumar, M.K., Ghobadian, A., O’Regan, N. 2010, ‘Business-level strategy and performance: The moderating effects of environment and structure’, Management Decision, vol. 48, no. 6, pp. 907- 939, viewed 18 March 2012, [ProQuest Central / Business Source Premier]. Pertusa-Ortega, E.M., Molina-Azorin, J.F.; Claver-Cortes, E. 2010, ‘Competitive strategy, structure and firm performance. A comparison of the resource-based view and the contingency approach’, Management Decision, vol. 48, no. 8, pp. 1282-1303. Qiu, J. Donaldson, L. 2010, ‘The Cubic Contingency Model: Towards a more comprehensive international strategy-structure model’, Journal of General Management, vol. 36, no. 1, pp. 81-100.

Philosophy of Education Essay -- Philosophy of Teaching Statement Essa

Philosophy of Education There comes a definite time in the life of every individual when a clear and conscious comprehension of identity must be established. A person must ask himself who he is, what his personal strengths are, and what path he wishes to pursue in order to shape his future and procure his dreams. I recently found myself at such a crossroads, and I faced the decision with much ambivalence. I was influenced by my high school peers and instructors to do something â€Å"incredible† with my promising life – to pursue medical school or law school. I, however, failed to see the appeal in either and opted instead for my own variation on an incredible future. I chose to pursue not only a career, but a cause and personal goal as well. After much deliberation, I decided that teaching high school English was the only endeavor that promised to reward me with the satisfaction for which I longed. I realized that I could not only express my own passion for literature, but that I cou ld also hopefully instill that same passion into the hearts of students. Many have since criticized my dreams and my aspirations as mediocre, but I argue that every man, woman, and child is a product of at least one exemplary educator. Education, in one form or another, shapes the lives of everyone on a daily basis. Educators, to me, are the unsung heroes of modern culture. I realize, of course, that not everyone is called to teach. I feel that only those with a true passion and love of knowledge should even consider the profession and way of life. In terms of the teacher that I will be, I hope to mirror a number of influences from my own education. I’ve always admired teachers who take time to personalize their classrooms – teac... ...n, if met with the opportunity, I would love to join one or more in order to gain valuable insight from fellow educators. The American statesman Edward Everett once stated that, â€Å"Education is a better safeguard of liberty than a standing army.† Indeed, the educated individual is empirically liberated. Knowledge is power, and he who has it, powerful. This rousing sentiment establishes teacher as freedom fighter, aiding daily in the demolition of ignorance’s bondage. It is my solemn vow to join these celebrated ranks in the crusade for knowledge. Many small children dream of becoming astronauts and firefighters because of their formidable accomplishments and heroic statures. Similarly, I will be a teacher; I will work with diligence, fervor, and compassion to change the lives and thought processes of students, for I can think of no nobler contribution.

Concept of Education Essay

Education involve training of entire person to enable them not only to read, write and calculate or to be proficient in a given job but also to enable them to fit themselves for living in the society, therefore, it is the training of a person intellectually, morally and physically. It is also an instrument for social development or social reform through individual development, education is a companion, it chastens vice and it guide virtues. Unarguably, education provides the means through which youths are informed in the aspects of living which are necessary for a happy and successful life. These aspects are the vocational and consumer aspect. Education is characterized with the following roles in the society: a. To develop social and individual efficiency. b. It aim at self fulfillment or realizations c. It prepare and train young people for the problems, tasks and leisure as they exist today and can be for seen tomorrow. d. It develops the full potentialities of every child. e. It makes people critical and creative. NATURE OF ENTRPRENEURSHIP Different individuals view entrepreneurship in different way, Economist see it as an essential investment generating opportunities, sociologist as an instigator in modernization of societies, Psychologist see him as an entrepreneurial man and try to decipher him as a character of economic development and the political scientists consider him as a child of political system (Bard i and Bard I 2005). Entrepreneur possesses the following features: 1. Innovation 2. Function of high achievement. 3. Organization building function. 4. Gap filling function. 5. Function of Managerial Skills and leadership. Who is an Entrepreneur? Entrepreneur is a person who undertakes an enterprise – acting as an intermediary between capital and labour. It is an individual who through a dint of work, grow a business from fruition to a lusty venture. An Entrepreneur must possess the following characteristics they are: 1. Moderate risk taking. 2. Problem solver. 3. Goal setting. 4. Team builder and motivator 5. Communication skills. 6. Good Human relation. CLASSIFICATION OF ENTREPRENEUR. a. The Innovation Entrepreneur. b. The Initiative Entrepreneur. c. The Fabian Entrepreneur. d. The Drone Entrepreneur. DISTINCTION BETWEEN AN ENTREPRENEUR AND MANAGER It is a common fact that people mistakes Entrepreneur for professional manager, who is appointed by the organization and paid while an Entrepreneur is not a paid manager. How be it, an entrepreneur is greatly motivated to start his new business and also manage it successfully, he is the investor and takes risks in the enterprise. He is an innovator and a manager and works for his satisfaction and he is happy to get positive results, an entrepreneur appoints a manager to carry out some of his functions, whereas the reverse is not true, an entrepreneur may also perform duties of manager in getting done his creative activities and satisfying need of achievement. CONCEPT OF ENTREPRENEURSHIP EDUCATION. The United States Colorado educators, cited in Osuala (2004) defined Entrepreneurship Education as a programme or part of the education programme that prepares individual to undertake the information and operation of a small business enterprise, Entrepreneurship education involves a specialized training given to students of vocational business education to enable them acquire the skills, ideas and managerial abilities and capabilities for self employment rather than being employed, the aim of entrepreneurship education is to encourage and train the recipients to create self employment opportunities for themselves through developing new businesses. In this direction, Entrepreneurship Education is the key agent in the development of human creative and innovative talents in business. OBJECTIVE OF ENTREPRENEURSHIP EDUCATION Here under are the objectives for entrepreneurship education; 1. Provide graduate with enough training that will make them to be creative. 2. Provide small and medium size companies with the opportunity to recruit graduates who will receive training in skills relevant to the management of small business. 3. Provide the graduates with enough training in skills that will make them meet the manpower needs of the society. 4. Provide the graduates with enough training in risk management to make uncertain by bearing possible and easy. 5. Stimulate industrial and economic growth of rural and less developed areas. UNEMPLOYMENT AMONG GRADUATES * Unemployment is a state of joblessness or idleness of one with labour requirements, potentials, skills, attitudes and competencies (Bosah 1987). * It is a common phenomenon among graduate hence the need for entrepreneurship education, so as to reduce if not eradicated. This is because; unemployment has caused much havoc in our society today ranging from mental health, health disease, crime and violence, suicide case and even poverty. * The word â€Å"Poverty† has been variously perceived by many scholars. It could be expressed as the inability to secure for oneself the basic necessities of life. Poverty is one of the most common characteristics of majority of Nigeria today. * Poverty can be reduced through the following strategies: a. Promoting opportunity. b. Facilitating Empowerment. c. Enhancing security. * CONCEPT OF APPRENTICESHIP * Apprenticeship system can be conveniently defined as the learning of an art, trade or other callings by practical experience under the guidance of a master craft man. It involves strategy for acquiring occupational skills necessary for entrepreneurial development in our society. In Nigeria, Apprenticeship system is responsible for the production of most self employed artisans who have been playing significant role in keeping the country’s wheel of progress and economic activities on the move. It has for a long time constituted the main source of skill acquisition and development in very many trades including clothing and textiles. Till date, this system remains one of the gateways to escaping the scourge of poverty and the frustration of unemployment among youths in our society. * Problems Associated With Apprenticement A. The system is highly restricted to a particular trade. B. Lack of Admission Regulation. C. Vagueness of objectives. D. Lack of uniformity. E. Lack of statutory supervisory body. * NATIONAL DIRECTORATE OF EMPLOYMENT (NDE). * The National Directorate of Employment is an entrepreneurial training programme was established in 1986 and statutorily mandated by decree No 24 of 1989 to among others,; design and implement programmes to combat mass unemployment and articulate policies aimed at developing poverty work programmes with labour intensive potentials. The directorate is meant to tackle employment and poverty problems in both the short and the long term perspective by formulating and administering job creation as well as self employment related training programmess NDE (2000). * To perform these statutory functions, the directorate launched four well articulated training and employment generation programmes in 1987, these include; a. Vocational training. b. Business training. c. Training for rural employment. d. Training for labour based work programme. * CONCEPT OF VOCATIONAL TECHNICAL EDUCATION * Vocational Technical Education is a comprehensive term referring to the educational process where it involves, in addition to general education, the study of technologies and related sciences and the acquisition of practical skills and knowledge relating to occupations in various sectors of economic  and social life. * The major occupation areas of vocational technical education are as follows: a. Vocational agriculture b. Vocational business and office occupation. c. Distributive education. d. Vocational home economics education. e. Technical education. * OBJECTIVES OF VOCATIONAL TECHNICAL EDUCATION a. To prepare the learner for entry in employment and advancement in his chosen career. b. To meet the Manpower needs of the society. c. To increase the options available to each student. d. To serve as a motivating force to enhance all types of learning. e. To enable the recipients to wisely select a career. * CHALLENGES OF VOCATIONAL TECHNICAL EDUCATION IN NIGERIA * Vocational Technical Education in Nigeria today is challenged by numerous problems, they are: a. Reasonable number of private sector enterprises is not technically or skillfully driven. b. There is abject low level of attraction to technical and vocational education. c. Poor wage in vocational areas discourages individuals. d. Parents mostly encourage or have preference for courses that would enable their wards gain white collar jobs or graduation. e. Equipment and Infrastructure are inadequate technical and vocational institutions and training centers. * REMEDIES TO THE CHALLENGES a. Improve the profile of education and vocational education in particular. b. Increase investment in technical and vocational education delivery system whether at the school, the specialized colleges and within the firm. c. Encourage private sector investment in in-service technical and vocational education. d. Governments, particularly at the latter stages of their engagement with the technical and vocational education focused on growing the economy. * CONCEPT OF DISTRIBUTION IN ENTRPRENEURSHIP. * Entrepreneurs play a vital role in the channel of distribution both by action and by the virtue of their business activities. * Distribution functions provide viable entrepreneurial opportunities. The wholesalers, the retailers and business agents are altogether entrepreneurs by their respective business activities and operation. Distribution is an essential aspect of marketing and as such forms part of the inevitable activities in marketing, therefore having an effective channel of distribution is one of the surest strategies that could help entrepreneurs succeed or survive in their business. * CHANNEL OF DISTRIBUTION * Channel of distribution defines the various openings and outlets through which entrepreneur’s products get into the hands of the final consumers that is without the channel of distribution, the product cannot reach the final consumer and this will affect the standard of living. * CHAIN OF DISTRIBUTION * Producer – wholesaler – retailer – consumer. * Functions of each of them in the chain of distribution; * The Producer: the producer is also known as the manufacturer, He manufactures the goods or product which is distributed to the consumer. * The Wholesaler: He is a bulk purchaser that buys of the produce in large quantity and sell in to the retailer in small quantity or unit, His functions include: 1. Financing of production or Distribution. 2. Warehousing of Goods. 3. Channeling of Information. 4. Preparation of Goods for Sale. * The Retailer: He buys from the wholesaler in small unit and sell to the consumer in smaller unit; His functions include: 1. Stocking of a great variety of goods. 2. Provision of goods at accessible spots. 3. Information and guidance to the consumer. 4. Sharing of risks. 5. Financing of consumption. * TYPES OF AGENTS * Agents is a middle man between the channel of distribution for a firm’s products, Included among the types are: 1. Universal Agent. 2. General Agent. 3. Special Agent. 4. Delcredere Agent. 5. Factors Agent. 6. Brokers. 7. Forwarding and clearing Agents. 8. The Auctioneer. * TERMINATION OF AGENCY CONTRACT * An agency contract can be terminated if the following happen: 1. Bankruptcy of either party. 2. Death of either party. 3. Insanity of the principal or the agent. 4. The Inception of war between the countries of the two parties. * THE SOLE ENTREPRENEURSHIP BUSINESS. * These are business venture and organizations set up, owned and possibly managed by their owners, their start-up is as a result of the creative and Innovative ideas of the entrepreneur, which has been transformed or translated into an enterprise for the purposes of making profit. In most cases, this business is usually financed, managed, controlled and directed by one person usually the owner (entrepreneur). * FEATURES OF A SOLE ENTREPRENEURSHIP BUSINESS a. Profit maximization objective. b. Ownership is usually personal. c. Start-up capital is usually raised by the entrepreneur. d. The sole entrepreneur bears all the risks of his business. e. The life span of the business depends on the choice of the entrepreneur as the enterprise can fold up at any time. f. Meager capital. * ADVANTAGES OF SOLE ENTREPRENEURSHIP BUSINESS a. It requires small capital for start-up. b. Quick decision making. c. It is easy to manage. d. There is high level of secrecy in running the business. e. The sole entrepreneur maintains close links with his customers, assistants or employees and thus can easily identify their needs. * DISADVANTAGES OF SOLE ENTREPRENEURSHIP BUSINESS a. The sole entrepreneur bears all the risks of his business. b. The business suffers the problems of expansion due to limited fund or finance. c. The death of the owner may lead to the end of the business. * PARTNERSHIP ENTREPRENEUR BUSINESS * It is a type of business organization in which two or twenty partners agree legally to set up and manage a business ventures with the sole motive of making profits and losses together. * FEATURES OF PARTNERSHIP BUSINESS a. It is own jointly by partners b. Its main objective is for profit making. c. The start-up capital is usually raised by partners. d. The life span of the partnership arrangement depends on the agreement of the involved partners. * ADVANTAGES OF PARTNERSHIP ENTREPRENEUR BUSINESS 1. It have more financial standing as members pool together to raise fund for the business. 2. The risk of business is jointly shared. 3. It has better prospect for management as members pool their managerial skills and abilities to run the business. 4. It also have better prospect for continuity and expansion. 5. High level of commitment and participation by all partners. * DISADVANTAGES OF PARTNERSHIP ENTREPRENEUR BUSINESS 1. There is the possibility that disagreement among partners can put the business to an end. 2. Laxity in the operation of one partner can affect the entire operation thus leading to inefficiency. 3. Conflict of opinion or interest among partners can equally frustrate or undermine the management of the business. 4. The action of one reckless partner can pose much danger to the individual partners and the business itself. * PARTNERSHIP DEED * It is the rules and regulation governing the partners; who are in partnership, usually giving the details of arrangement on investment pattern, profit sharing ratio, role and responsibilities of each partner. DUTIES OF PARTNERS. The rights and duties of partners are as follows: a. All partners must work hard with sincerity and honesty for common objectives of the company. b. One partner should not start the same business in the some other business name to avoid unhealthy competition. c. All payment receivable and payable should be done in the company name only and not in any individuals name. d. There should be accuracy and clarity of cash-flow on accounts. e. Both working and non-working category of partners should exchange information pertaining the business. DISSOLUTION OF PARTNERSHIP. Since partnership is formed with an agreement, it can be also be dissolved with another agreement, the dissolution can be due to one or more of the following reasons, 1. At the expiration of the period of partnership. 2. Death or withdrawal one of the partners. 3. When there is a court or government order for dissolution. 4. Due to one or more partner misusing fund 5. In case of permanent incapacity, lunacy or grass misconduct of one or more partners. JOINT STOCK A Joint stock company is associations of individuals called shareholders, who join together for profit and shares that are transferable for carrying any business activity. FEATURES OF JOINT STOCK 1. Distinct legal entity. 2. Liability of members. 3. Perpetual succession. 4. Separation of ownership. 5. Authority. PRIVATE LIMITED COMPANY These are company formed by the group of person who pool the fund with the aim of making profit. It is registered with registrar of joint stock companies. It is formed by minimum of 2 and maximum of 50 persons. There is no public allotment of shares and debentures. PUBLIC LIMITED COMPANY In this company, the minimum shareholders are 7 and no maximum limit of share holders, shares can be transferred to anybody. A public limited company has to issue a prospectus to the public and allot shares within 180 days of the issue of prospectus, and annual general meeting has to be arranged to inform the performance aspects and financial details to be posted in advance to all the shareholders. CO-OPERATIVE ENTERPRISES Co-operative societies are started basically to avoid exploitations by middle men, it possess the following characteristics: 1. It has combined features of partnership, companies and Joint stock companies. 2. Cooperate members are shareholder and share the profit. 3. All shareholders are equal and there is no concentration of wealth and power in few hands. 4. It is managed on minimum or no profits to help members get commodities at lesser than market rates. Examples of co0operative are: 1. Consumer co-operative society. 2. Farmer’s co-operative society. 3. Co-operative housing society. 4. Co-operative diary. 5. Co-operative banks. ADVANTAGES OF CO-OPERATIVES A. Common man is benefited by way of getting essential commodities at reasonable prices. B. Hoarding, black marketing is avoided. C. The cost advantages are shared by members. DISADVANTAGES OF CO-OPERATIVES A. Though office bearers are elected, there could be possibility of non-involvement and hence inefficiency. B. Some members in high position may dictate the office bearers. C. Routine check and verification on quality is difficult due to some other occupation of office bearers. CONCEPT OF WOMEN ENTREPRENEUR Women have been identified as key agents sustainable development and the comprise half of human resources. Women Entrepreneurship is further defined as an enterprise owned and controlled by women having a minimum financial interest of 51% of the capital and giving at least 51% of employment generated in the enterprise of women. Women entrepreneurship option includes: 1. Special bedspreads making. 2. Embroidery and apparel designs. 3. Catering services. 4. Hair dressing. 5. Photographic studio. CLASSIFICATION AND DESCRIPTION OF WOMEN ENTRPRENEURS A. Affluent Women Entrepreneur. B. Pull Factors Women Entrepreneurs. C. Rural Women Entrepreneurs. D. Self Employed Women Entrepreneurs. PROBLEMS OF WOMEN ENTREPRENEURS 1. In a male dominant society, women are sometimes discouraged because some men believe that it is big risk financing the ventures run by women. 2. Financial Institution are skeptical about the entrepreneurial abilities of women. 3. Women’s family obligation also bar them becoming and developing nations. 4. Women give more emphasis to family ties and relationship. 5. Low level risk taking attitude. 6. HOW TO DEVELOP WOMEN ENTREPRENEURS 1. Encouraging women’s participation in decision-making. 2. Better educational facilities. 3. Counseling through the aid of committed NGO’s, Psychologist, managerial experts and technical personal. 4. Activities in which women are trained should focus on their marketability and profitability. 5. Financial and expertise assistance should be given to women entrepreneurs. Youth Entrepreneurship Development Objectives of Youth Entrepreneurship Development 1. To develop entrepreneurship spirit among youths in the country. 2. To generate employment opportunities for youths. 3. To assist Nigerian graduates to secure means of lively hood in the absence of paid employment. 4. To redirect the wasting of energies of our youths to more productive venture. 5. To assist to reduce the crime rate and incidence of social vises like armed robbery, kidnapping, thuggery etc. among our youths. Entrepreneurship Counseling Entrepreneurial counseling is quite a new area in the field of guidance and counseling; the youths in our society must be properly channeled, guided and assisted so as to imbibe a good life/ good conduct, a productive and rewarding economic life through micro-business start-up efforts. Entrepreneurial counseling services (a). Academic counseling services (b). vocational counseling services. (c). Occupational counseling. (d). Skill acquisition counseling. (e). Self employment counseling. Entrepreneurship and small scale business enterprises. Sometimes, entrepreneurship development is perceived as synonymous with small scale business, conceptually, they are not the same. Entrepreneurship is related to small scale business only by structure relevance. For a graduate to become an entrepreneur, he or she must; 1) . Develop a specific entrepreneurial skill. 2) . Develop motivation skills. 3) . Develop business skills. 4) . Develop financial literacy skill. 5) Acquire computer and information technology skills. Lesson from Ghana In Ghana, the most entrepreneurs cease operation at mainly the micro level and less than 5% of large businesses are Ghanaian owed. Another characteristic of Ghana entrepreneur situation is the alarming segment of entrepreneurs in the informal sector. The informal sector of Ghana is made up of about 90% of the working population (Baah and Achakoma, 2007). In Ghana about 48% represent the youth population which is from age 15-35 years of age. Like many African countries, Ghana’s population is fairly youthful (Baah, 2007). * Entrepreneurship in china used to be an oxymoron, but after the communist rose to power in 1949, China’s existing market economy was gradually transformed into a socialist economy. * *.