Application to Use Human Research Subjects Essay

Application to Use Human Research Subjects - Essay Example   Name and Title Dept. Phone, E-mail address 3. Non-key personnel:   Name and Title Dept. Phone, E-mail address 7. Consultants:   Name and Title Dept. Phone, E-mail address 8. The principal investigator agrees to carry out the proposed project as stated in the application and to promptly report to the Human Subjects Committee any proposed changes and/or unanticipated problems involving risks to subjects or others participating in approved project in accordance with the Liberty Way and the Confidentiality Statement. The principal investigator has access to copies of 45 CFR 46 and the Belmont Report. The principal investigator agrees to inform the Human Subjects Committee and complete all necessary reports should the principal investigator terminate association with the University. Additionally s/he agrees to maintain records and keep informed consent documents for three years after completion of the project even if the principal investigator terminates association with the University. ___________________________________ _________________________________________ Principal Investigator Signature Date ___________________________________ _________________________________________ Faculty Sponsor (If applicable) Date Submit the original request to: Liberty University Institutional Review Board, CN Suite 1582, 1971 University Blvd., Lynchburg, VA 24502. Submit also via email to irb@liberty.edu APPLICATION TO USE HUMAN RESEARCH SUBJECTS 10. This project will be conducted at the following location(s): (please indicate city & state)  Liberty University Campus X Other (Specify): Charlottesville High School: Charlottesville, Virginia 11. This project will involve the following subject types: (check-mark types to be studied) X Normal Volunteers (Age 18-65)  Subjects Incapable Of Giving Consent  In Patients  Prisoners Or Institutionalized Individuals  Out Patients X Minors (Under Age 18)  Patient Controls  Over Age 65  Fetuses  University Students (PSYC De pt. subject pool __)  Cognitively Disabled  Other Potentially Elevated Risk Populations______  Physically Disabled __________________________________________  Pregnant Women Subjects Incapable of Giving Consent. 12. Do you intend to use LU students, staff or faculty as participants in your study? If you do not intend to use LU participants in your study, please check â€Å"no† and proceed directly to item 13. YES  NO X If â€Å"Yes†, please list the department and/or classes you hope to enlist and the number of participants you would like to enroll.  In order to process your request to use LU subjects, we must ensure that you have contacted the appropriate department and gained permission to collect data from them. Signature of Department Chair: ___________________________________ ____________________________ Department Chair Signature(s) Date 13. Estimated number of subjects to be enrolled in this protocol: ___15-25____________ 14. Does this project call for: ( check-mark all that apply to this study) X Use of Voice, Video, Digital, or Image Recordings?  Subject Compensation? Patients $ Volunteers $ Participant Payment Disclosure Form  Advertising For Subjects?  More Than Minimal Risk?  More Than Minimal Psychological Stress?  Alcohol Consumption? X Confidential Material (questionnaires, photos, etc.)?  Waiver of Informed Consent?  Extra Costs To The Subjects (tests, hospitalization, etc.)?  VO2 Max Exercise?

MGT Leadership and Ethics Unit 3 DB SA Second Week Essay

MGT Leadership and Ethics Unit 3 DB SA Second Week - Essay Example Just as Nahavandi (2006) points out, the two leaders are similar, in that they are very passionate about achieving organisational goals. Mary Kay is passionate to the point of nurturing intra-organisational relations to achieve it, while Gates is passionate about having employees being results-oriented. The leaders differ in that Gates is a low LPC, unlike Mary Kay. The latter believes that nurturing intra-organisational relations with and among employees is key to achieving performance target, unlike Gates who sees personal touch among/with employees as peripheral to the achievement of actual organisational goals. From a personal standpoint, I prefer working with Mary Kay because closer intra-organisational relations are sacrosanct in the quest to horn talents and skills [this in itself wards off high turnover], build team spirit, strengthen organisational loyalty and nurture commitment to organisational goals and vision. All these are valuable factors to organisational stability, growth and success. Bill Gates’ great emphasis on brilliance is not all-embracing and his penchant for being rude at times may mean that he is totally not in control of his firm: desired talents may walk out on him eventually. From the foregoing, it is clear that Gates is a low LPC, as opposed to Mary who is a high LPC. Like Gates, low LPC may so much care about performance more than forging work-related relations. Although this may be meaningful in the attainment of organizational goals at face value, yet it is the most unfavorable approach to pursue. This is because, organizational success is a culmination of factors such as: teamwork [and teamwork in turn draws hugely from close-knight relations], effective talent management [which entails the democratization of the workplace, the enhancement of employees’ welfare and injective competitiveness in work performance at departmental and intra-personal level] and having a

John Brown's Raid at Harper's Ferry Research Paper

John Brown's Raid at Harper's Ferry - Research Paper Example Following his execution after the raid on Harpers Ferry, Brown was hailed as a martyr among the opponents of slavery. Moreover, his actions were deemed as one of the causal factors of the American Civil War. John Brown disgust for slavery stemmed back during his childhood. Evidently, he was conceived in Torrington, Connecticut on 9th May 1800 (West Virginia Archives and History). Furthermore, he was brought up with strict religious values in which his father taught him that slavery was against God’s will and sinful. Moreover, after Brown’s family relocated to Ohio, he witnessed the brutality meted against slaves by their masters and became a strong opponent of slavery. To this end, Brown passion of eliminating slavery grew to the point of advocating for violence as an end to slavery. Brown believed that the roots of slavery had grown so deep in society and only violence offered the best solution to its end. Interestingly enough, John Brown gained support from other oppo nents of slavery who had grown frustrated of the peaceful method. His first violent exploits against slavery were established on Kansas which became known as bleeding Kansas. In 1856 of May, Brown is reported to have led his sons in an attack against proponent of slavery at Pottawatomie Creek in Kansas. Consequently, Brown set his objectives his anti slavery war higher by contemplating to start a slavery uprising in the South. To this end, Brown commenced his plans of a raid and capture of a federal armoury at Harpers Ferry in Virginia. To accomplish this, he moved into a farm in nearby Potomac River, Maryland (Lieutenant Green & Major Russell). He was with his sons and loyal followers where they were trained in military tactics. Brown’s option to attack Harpers Ferry was founded on two notions. Foremost, he believed that he would be able to gain access to weapons that would be used in violent revolts against the southern slavery proponents. Second, he aimed to distribute the weapons among the enslaved negroes and eventually succeed in ending slavery. To this end, Brown conducted a night raid on Harpers Ferry on Sunday, October 16. His group was composed of 5 Negroes and 16 whites. Evidently, Brown’s initial raid was successful as they began by slashing off telegraph wires. This was a tactical moved aimed at cutting off communication between the town and the outside world. Moreover, Brown and his men seized the rifle manufacturing plant, arsenal and local armoury. They further proceeded to hold up 60 hostages from the town. A key hostage in the raid was George Washington’s great grand nephew, Colonel Lewis Washington. However, the efforts to isolate the town by cutting of communication were not successful. The apparent blunder was caused by the detention and release of a B&O train passing through the town. Upon the train’s arrival in Baltimore, the federal troops led by Colonel Robert E. Lee, were notified and sent over to Harpers F erry. Meanwhile, the local militia had barricaded the town and blocked any possible escape routes for the raiders. Consequently, John Brown marshalled his small contingent and hostages to tiny engine house next to the armoury. Upon the arrival of the federal forces, they raided the fire engine, overpowered Brown and killed most of his men. To this end, 15 insurgents and 5 citizens were killed, 3 insurgents were wounded while 5 insurgent

Great Balls of Flowers Essay Example for Free

Great Balls of Flowers Essay Throughout Steve Abees’s book Great Balls of Flowers the reoccurring themes that arise are sex, love, family and life. Within each poem he threads in a minimum of two themes, interweaving them so all the themes eventually overlap. The themes of sex, love and family are each representative of a major component of his life. His book gives readers insight as to what Abee is thinking and feeling within each poem, making them extremely personal for the reader. The title of the book was seemingly derived from Jerry Lee Lewis’s Song â€Å"Great Balls of Fire† which was written in 1957 on the movie based on Jerry Lee Lewis which was released in 1989. The movie discusses Lewis’ controversial life and his rise and fall as a rock star. Lewis suffered from substance abuse and resorted to alcoholism when times got bad. His song â€Å"Great Balls of Fire† is purely sexual discussing the arousal of a man, this song was one of Lewis’ major hits. Abee’s title â€Å"Great Balls of Flowers† is so appropriate especially with his replacement of fire with flowers. Flowers hold the softer connotation of love and peacefulness as Abee explains how he’s overcome his issues with the love he feels and receives from his family. Within select poems his love for his wife and children are startlingly apparent. He portrays himself with raw emotions that seem unbreakable. In the poem â€Å"Poem to my Wife†, he states, â€Å"I love you so much that when I touch you my fingers turn into miniature suns shining. † His portrayal of everlasting love and lust for his wife gives the reader insight as to his most personal and inner thoughts and emotions. Because of the rawness and bluntness of his emotions It is evident his poetry was used as an escape for Abee. His attachment to his wife leads the reader to think as a child there were issues with his family. Romance isn’t the only type of love Abee discusses, as he also mentions the love he has for his children. For his youngest daughter, Abee states â€Å"her voice opens me like breath. † He continues on to state â€Å"I’m trying to be good now Im trying not to be bad†, this gives the reader the idea that his children are now the motivation for him. It seems as if he had previously struggled with a personal issue that has disappeared because of the arrival of his children. Substance abuse seems appropriate as he refines it in the poem â€Å"Sucks† when he says â€Å"beer sucks. It’s good but it sucks. Marijuana sucks Crystal Meth sucks so bad. † His allusions to these substances would tie in as a strong connection to the title, â€Å"Great Balls of Flowers. † Abee never fails to insert a sexual innuendo within the majority of his poems. One example of his sexual references arise in the poem â€Å"Gas†, Abee states â€Å"when I lick your secrets, bombs begin to fall from your thighs. † His continual sexual references tie in greatly with the title, Great Balls of Flowers because it alludes to the 1957 hit song discussing sex. Sex seems to be a dominant theme throughout the book, as it was throughout many of Jerry Lee Lewis’ songs as well. Abee’s continuous blunt sexual references free him from the shackle soft society as he isn’t scared to discuss topics that seem controversial. His direct statements give the book a potent feel and, honest take on life. As the book goes on you can see the meniscal details in life that are typically overlooked are what Abee thrives upon. His poems are real portrayals of his daily routine and it gives the reader a personal connection with him and his mindset. Great Balls of Flowers consists of poems covering the themes of sex, love, family and life. His title is so appropriate these four themes are the pieces of Abee’s life which he discusses in his poetry giving readers in insight into his alternative perspective on life and love. Throughout Great Balls of Flowers Steve Abee uses imagery to help develop his tone and themes in his various poems. His use of imagery creates a clear picture that the reader can connect with. Those images, which are typically familiar to the reader help the reader, better understand the point Abee is trying to make. Abee uses a mix of concrete imagery alongside symbolic imagery, creating numerous layers for the reader to divulge in as the poems go on. One example of the imagery used is in the poem â€Å"Hail to the Things I Can Not See. † Abee states â€Å"Oh wind keeping seagulls aloft, squawking and hovering over my daughters and my hot dogs at Santa Monica Pier. † His use of imagery in this quote sets the setting for this poem. Along with it building a setting, it gives the poem a nostalgic feel because that’s where the author grew up. The familiar sounds he describes connect the reader to the beach, which carries light and happy connotations, reinforcing the nostalgic feel while integrating the positive tone. The city scape imagery portrays Abee as a city boy, giving readers an image of him. His juxtaposition of the city scene with more symbolic imagery gives the reader insight to what he sees life as helping him break free from the connotations that come with â€Å"city boy†. The stanza after the one previously stated says, â€Å"oh the gravity that holds the trees up and my bones together†, using imagery in more of a symbolic sense. Although gravity is something not visible to the human eye, Abee portrays it in a way that is viable to the reader. The contrast of the tangible with the symbolic give the poem a deeper feel. Another example of imagery can be seen in the poem, â€Å"Poem to My Wife†, Abee states â€Å"the innocent sea shore of our kiss, where hippies play on tambourine brain fried ukulele and we dance on crab grass sand†. His use of imagery in this quote not only sets the scene for this particular stanza but sets the mood for the entire poem. His use of the word ukulele gives the reader the view of the upbeat instrument that plays purely cheerful melodies, while the sand gives the reader an image of the beach giving the poem a bright tone. As he explains how they dance to the upbeat tunes, the reader can feel the joy radiating off the happy couple. This portrayal of why Abee is so infatuated with this wife, not only gives readers an insight into his marriage but an insight to his heart and what makes him happy. Within the poem previously discussed Abee states, â€Å"words†¦ rising up into a ball of Christmas lights, poof, explosion of holiday love. † This use of imagery is purely symbolic; words are personified to express his love for his wife giving the reader an idea of how extreme his passion is for his mate. His use of the image â€Å"Christmas Lights† give off the connotations of the holiday which is centered on love and happiness. These connotations give the poem an upbeat and warm tone, while the reader starts to see Abee in a different more loving sort of light. Along with the holiday connotations, his use of words like explosion give the poem a more passionate and yearning sort of feel, giving readers visuals of the intensity of his love. Abee’s use of imagery greatly constructs the tone and theme of the poem. Throughout the book there are instances where symbolic and tangible imagery contrast, following the same sort of pattern showed in this poem. This contrast sets the setting then divulges into Abees inner thoughts, giving readers a better perception of the author and a deeper understanding of his poetry. Throughout Great Balls of Flowers Steve Abee uses personification, similes and metaphors in various poems. Each of these devices holds a different effect over the reader, emphasizing and creating different images for the reader. Each example of figurative language holds a different effect on the reader but in all the point of the insertions of the figurative language is to accentuate the purpose of each poem. Steve Abee uses various similes in the poem, â€Å"Poem to my Wife†, one example of this can be seen in the quote, â€Å"loving you is like surfing the wave of benevolent impulse. † In this poem he is describing the intese love he feels for his wife and uses a simile to explain to the reader the extensity of his overwhelming emotions for her. Using the word benevolent describes the gentleness of the love the duo share while impose gives readers a sense of the intensity that kindness carries. Abee compares the love they share to surfing a wave giving readers a familiar image to compare the ‘ride† he feels with her. The insertion of a metaphor adds another layer to the poem , leaving room for interpretation from there reads, which contrasts well as Abee is explaining like his poetry , his love for his wife has numerous layers. Within the poem previously discussed, Abee uses personification to further explain the love he feels for his wife. The quote goes as follows, â€Å"But it (poem) wouldn’t be able to help itself. † Abee is explaining what a poem to his wife would consist of, and that is where he inserts the above quote. The use of personifications gives the reader a sense of how alive his love for his wife is. The intensity of his love can’t be explained with the used of an inanimate object so personifying the poem gives his love an image. Along with the aspect of imagery rat personification brings, it sets a tone for the entire poem. The personification of the â€Å"poem† gives the literal poem a loud but allusive tone. In the poem â€Å"Gas Station†, the entire first stanza consists of metaphors, Abee states, â€Å"Steve Abee is a gas station. † To start things off the first impression this holds on the reader is a whirlwind of thoughts in hope to analyze what he could possibly mean by this statement. As he continues on he states numerous other figures are â€Å"gas stations† such as Jesus Christ, and Jack Kerouac. Continuing on he states how gas stations are â€Å"lonesome and lovely† and sit on the â€Å"edge of a sandy skirt desert†. His descriptions of gas stations set the tone for the poem as morbid and sad  as the reader is visualizing a delegate area that people use then leave. Both Fries and Christ underwent great suffering throughout their lives which ultimately resulted in their deaths, which connects to the end of the stanza where Abee states, â€Å"As we move from seashore to graveyard. † Using the metaphor not only on himself but on other figures not only gives readers an image to connect his emotions to but it also shows readers that personally this is what he perceives life as, a journey where humans are used and abused , then die. His metaphor emphasizes his main idea for that poem while accentuating the tone that is apparent throughout the rest of the poem. Abee uses all these forms of figurative language to emphasize are ideas and highlight the tones that are seen in his various poems. They also all help connect back to the main themes which can be seen throughout the poem. In all each device helps give readers the image in which Abee intends from them to see, while showing readers how he personally feels. If I was to write a poem to you it would go something like this As I sit and reminisce, a wave of nostalgia overcomes me, leaving me choking and gasping for relief, as I drown in memories of forgotten promises faded secrets Next, id talk about how your laugh was like the church bells ringing on Sunday morning, clear and crisp in the sunny sky, particles of sound dancing with the rhythm of love If I were to write you a poem I would use words like gifted and good, the gentle gem in a mound of rocks, something like that. I would have pointless passages explaining the magnetic pull we felt between us, I would illuminate the page with the sparks we once shared, fireworks over a lake of washed out feelings, calmly disappearing into a an abyss of darkness If I was going to write you a poem it would have words It would have words describing our love, words only cupid knows, words of joy and happiness. Words to explain how you make me feel , words that would flow out of my mouth into my hand and onto paper like a stream flows into the ocean, twisting and turning then eventually colliding with the salty sea water, slowly integrating themselves till they are one. To be honest the poem I would write would have a dark side, a side of sadness and longing, unreasonably irrational and unhealthily attached. I would say things like I miss you and come back. I love you more than you could ever know; I need you more than the grass needs rain. Your love warms me and keeps me alive, your love completed me. The poem would say you can’t love another, you can only love me. I would say please come back, I would say Im sorry. I would say we were perfect together, we were soul mates. I would say no one else can hold you; no one else can touch you or call you theirs. The poem would say how could you? How could you love another, how could you be with another or kiss another. How could you leave me? The poem would be like that, angry. Yes angry, sad, mournful and dark, with flashes of light flickering in the darkness. The poem would be sealed in a bottle, and thrown into space, where it only company would be the sun, until eventually it would fade away, never to be read by my forgotten love.

Egypt’s pyramid Essay Example for Free

Egypt’s pyramid Essay Egypt one of the earliest civilization is a nation embellish with rich culture and tradition, the pyramids being is a witness to their grandeur. Egypt’s pyramid is one of their pride; it depicts the power and glory of those ancient rulers and their influence. The pyramids’ brilliance is known to every individual but little of us knew how the pyramids were erected, what form of tools where used, how did they conduct the calculations considering that every angle of the triangle is perpendicular with each other, and what does the earliest pyramids look like. The Egyptian pyramid certainly has origin, how did they polish such wondrous creation and why pyramids vary in sizes. What is the underlying principle in building such tomb. Several studies were conducted in unleashing this pyramids enigma, yet some still was a mystery. The Pyramids of Egypt is distinct from among the wonders of the world. It has its certain characteristics, incomparable in magnitude, not only that it is the oldest man made creation from among the wonders of the world it conceals numerous historical records, the pyramid being is the door to unlock the secrets of Egypt’s antiquity. We have already uncovered some few material things on Egypt’s long forgotten past, but that is only a part of the larger feature of Egypt. The pyramids have in it some several encryptions which convey us about their tradition and belief in magical spells and hymns written in hieroglyphics form. It depicts the journey of the pharaohs in the afterlife. This compilation of hieroglyphics is called the Pyramid Texts. Aside from the ancient texts carved within the walls of the pyramids, pyramids also vary from each other on the physical aspect, such as its structure, its height and designs. The Pyramid of Cheops and Cephren is one significant example. We have witnessed in the records of history how ancient people revere much the final resting place of their loved ones. Similarly, in Egypt the pyramids are one of the most important objects conveying their belief in the afterlife. The pyramids that we used to have now only belongs to the greatest ruler of Egypt hence the Great Pyramids of Egypt, none of the pyramids ever survived that belong to other least rulers during the ancient time. Not only that the pyramids gain attraction on its concealed past, through the pyramids, some scientists dig the scientific engineering used at the time when the pyramid was built. It is genuine worked made by a brilliant mind. These are among the content of this paper. Based from previous researches, we will have to draw a general conclusion that will help address this problem. Body The Pyramids. Unlike many other temples that served as a house for the living, the pyramid serves as the eternal resting place of Egyptian kings and queens’ body and also a place for religious activity. According to ancient Egyptian belief, the pyramid where the mummy was placed provides for the monarch to pass the afterlife. The ruler’s body was carefully treated and wrapped to preserve it as a mummy. To pray for the soul of the dead ruler, the priests in nearby temples performed religious rituals in order to nourish the spirit, it is believed that the when the ruler died, the spirit remains to the body right after death. The Pyramid Texts were written in the walls of the pyramid to safeguard the soul during its journey. In the Egyptian Old Kingdom, most kings and queens draft for a design of their tomb usually with complicated structure made up of large stone and blocks. Yet probably because the materials were too costly, the size and quality of built pyramids decreased. In the Middle Kingdom, the Egyptians build pyramids out of mud brick. In the tradition, all pyramids were aligned to the cardinal directions which refer to the north-south and east-west location. Most pyramids were found in the desert plateaus on the west bank of the Nile River where the sun sets. According to belief, the dead monarch’s spirit will left the body and shall travel through the sky with the sun each day. When the sun will set in the west, the spirit will now settle into their tomb to renew their selves. Step Pyramid at Saqqara. Before the pyramids, the pharaohs were buried in tombs called the mastabas. It is a big, roofed, square building with walls that sloped gently inward. In the center of the building, a deep shaft was cut to which the burial chamber is located. There they stored the pharaohs’ significant possessions. In building the mastabas (â€Å"bench), the pharaoh needed much worker to work for his project. When there is dearth of workers, he sent out word to all his governors from different provinces. The governors in turn will send the word to every town and village and farmers from all over Egypt in order to come and work for the pharaoh’s project. The earliest known pyramid is the pyramid of King Djoser (Zoser) of the third dynasty. It was build with a giant steps like six mastabas stacked one on the top of the other looking like a rectangular wedding cake with six layers. Other pharaoh’s after him design their own pyramids trying to furnish a better pyramid than that of Djoser. Djoser Step Pyramid architecture was Imhotep. He commissioned a court official to design and build him a unique burial tomb. Accordingly, the building of the pyramid required two things which had never been done before: â€Å"the first was provided by a pacified and united country while for the second a unique human genius was required,† (Mendelssohn, 1979). Imhotep has advantage to this. Although he is not of royal blood, his official title as a purely self-made man was â€Å"Chancellor of the King of Lower Egypt, First after the King of Upper Egypt, Administrator of the Great Palace, Hereditary Nobleman, High Priest of the Heliopolis, Builder, Sculptor and Maker of Vases in Chief†, and he was an engineer before the word ever existed (Thomas, 2005). Imhotep brilliancy was praised by many intelligent minds during his time. He developed and controlled the logistics and persuades a group of thousands of men into a well-organized workforce capable of producing suppose to be the world’s tallest pyramid by a factor of twenty. Imhotep has long solved the problems such as the balance of the lateral forces in the gigantic pyramidal weight while pressing down on a square base. To address the problem, his masons slanted the inner stones of Zoser’s pyramid towards the apex to help balance it out. This designed is considered as grossly overlooked with the introduction of Meidum pyramid. (Ibid. ). Nevertheless, Imhotep’s step pyramid was the first stone structure in the history and is the oldest surviving pyramid today. Several nature factors affect the pyramids’ brilliance, but none of it had overcome the clarity of mind of Imhotep. The fact that his structure stand today is a clear indication that he had overcome nature’s changing environment. Yet Imhotep brilliancy is almost trivial, we had little information on his intelligence and none of the records ever survived in justification of his eminence. Meidum Pyramid. The Meidum pyramid was introduced in the year 2600 BC. It is in the shape of tetrahedron. It started as a step pyramid with inward leaning walls and eight levels. The pyramid construction at Meidum became unsuccessful because there is probably lacking in the design of the pyramid. The interior support of the pyramid partially was collapsed and massive rubble mounds were found beneath the base of the pyramid. Bent Pyramid. After the failure of the Meidum Pyramid, King Sneferu, the father of Khufu started designing his pyramid. He actually started with the Meidum pyramid but for unknown reasons he moved his burial chamber north to Dashur, at the Giza Plateau with a different design. The foundation of the pyramid was a big flat area of limestone bedrock. Also as an advantage, in the nearby area there was a limestone quarry, a place where they could cut two to three ton limestone block to be used in building the pyramid. His pyramid was made of stone blocks leaning inward. In constructing the base of the pyramid, the stone cutters leveled the foundation of the pyramid providing indications as to where the pyramid would be located. The sun and the stars serve as their guiding point to align the pyramid facing exactly towards the four cardinals, the north, south, east and west. They aimed at leveling the sides of the pyramid equal to all angles. Each of the side using modern measurements is 755 feet and 8 inches long; the length is less than two inches of the four sides. However, during the construction of the pyramid, the weight of the upper portion started to inflate causing the pyramid to be not in proportion. It had slowly sink; the weight and angle of the stones where much heavier than in its base. To address the problem, the builders put up an outer supporting wall cutting off the 60 degrees angle to 55 degrees. The upper portion is only 43 degrees. This is where the pyramid got his name, the Bent Pyramid. During the construction, the architects tried to polish their work by applying what they have learned in building the bent pyramid. They must have laid down horizontal layers of larger stone and blocks. In order to vindicate their erroneous design, they construct again another giant pyramid for Sneferu called the North Pyramid. Sneferu returned to Meidum and refined the Meidum pyramid by adding outer level using new approach in constructing it. Sneferu’s new technique somehow became successful. His new technique became the foundation of the 4th dynasty pyramids and the Great Pyramid at Giza. Indeed, something did. Imhotep’s buttresses, while always at the base step pyramid of other true pyramids, were not extended to include the buttressing of the structurally significant outer casing. Pyramids built later than Meidum demonstrate this slanting of the outer casing. (Thomas, 2005) Khufu’s Pyramid. The proliferation of pyramid gradually decline in the 5th dynasty when irregularities seem to pervade in the whole kingdom of Egypt. Perhaps, one significant attribute of the so called chaotic period in Egypt called the First Intermediate Period is crossing the alley of yore to the Middle Period where new techniques and materials were applied. Parallel to it, when the building of pyramid was once restored, the pyramids’ beauty was converted into gross physical appearance to lucidity. Khufu, son of King Sneferu becomes pharaoh. To build a legacy on the surface of the Earth, he set out to design the largest pyramid. Sneferu’s three pyramids laid new important techniques in maintaining Khufu’s pyramid throughout the time. That is to build a pyramid with a solid stone foundation. In onset of the pyramid’s construction, Khufu ordered his governors to seek workers out of forty-two towns of Egypt. He require ten working men or boys each town to accomplish his ambitious pyramid. During Khufu’s reign, there are some speculations that massive slave workers were forced to work in building the pyramid. However in Herodotus account, the workers were not compelled to work for the pyramid. In contrary to his statement, he said however that there is dearth of workers, thus some forcible action is impliedly conducted. There was no account yet being surfaced to warrant the situation. Accordingly, most of the men were proud to work for Khufu; there is so much honor in building the eternal home of the god-king. Men formed into 20-30 teams and also have given their teams a name such as â€Å"Khufu is Bright†. Evidences lie in the hidden parts of the pyramids where modern archaeologists have found them. The construction of the pyramid began. The base forms a nearly perfect square having 19-cm. This huge square is almost exactly leveled out. In the core of the pyramid, it probably has a hill of unexcavated rubble making it difficult to determine the exact number of blocks. According to research, the Great Pyramid’s blocks are estimated to 2. 3 millions of blocks having an average weight of 2. 5 metric tons. Hundreds of men worked for quarrying, moving, setting and sculpting the huge amount of stone used to build the Great Pyramid. A total of 25, 000 men and women worked in the construction site for a couple of years. According to one account, there were no slaves who worked in finishing the project. Most probably were farmers, architects, masons, metal workers and carpenters. The architects of Khufu selected a site in Giza on surface of bedrock not sand which will provide a steady foundation. The workers lower the stones in a horizontal level, on one top of the other. The stone used in the interior area was out of quarried blocks in the south of the construction site. The exterior part which is finely finished was out of white limestone quarried across the Nile River. To transport the materials, the workers have to cut the limestone and transported by a river barge to Giza. The rest of the materials were used in building edifices in Cairo. Dating from the earlier failure of the architects, they had failed to recognize the symmetry of the stones placed on top of the other. Khufu’s pyramid however applied the rule on symmetry. Workers have marked all the blocks indicating the angle of the pyramid wall and trimmed the surfaces so that all blocks will fit together. On the sides of the pyramid, workers built large ramps to help drag their materials to the sides of the structure. Those ramps being used were probably of desert clay mixed with water tighten by limestone debris leftover from the construction work. The final exterior phase f the pyramid is the installation of the pyramidion or the cap stone of the pyramid. In order to reveal the full majestic view of the pyramid, workers must dismantle the ramps on the surface of the pyramid. Thereafter, the pyramid had displayed its real beauty. For the interior part of the pyramid, it is compose of complex chambers where a series of passages will lead to master chamber where the body of the King shall be placed. The pyramid’s entrance is about 17 m intended to be used during Khufu’s funeral. The entrance of the pyramid will likely lead you to the Descending Passage and shall reach the Subterranean Chamber. The Descending Chamber is intersected with the Ascending Passage. The Ascending Passage is the conduit to Queen’s Chamber as so called by the Arabs. But according to some archaeologists, this is where the king statue is located representing his ka, his spirit. The Ascending Passage intersects with the Grand Gallery which housed some large stones used to plug passages after the king’s funeral. At the upper end of the Grand Gallery intersects to the King’s Chamber, a simple rectangular room covered entirely with red granite. Now, what remains is the granite sarcophagus of King Khufu buried near the western wall. Some portion of pyramids’ myriad passage was still mysterious. There are some pyramids that have satellite pyramids and queens’ pyramid. The satellite pyramid’s function is still unknown. Some argued that it must have contained the ka of the king. The queens’ pyramid was smaller version of the kings pyramid intended to be a burial site for the king’s principal wives. The two Great Pyramids beside Khufu’s pyramid belongs to Khafre and Menkaure, Khufu’s son and grandson. Other Great Pyramids. Other pyramids built with the same technique to that of the Khufu’s pyramid is the pyramids of Khafre and Menkaure. In the later years, the building of great pyramids began to decline when Egypt’s resources began to deplete. Several smaller pyramids were design by later rulers however in different location. There are also some smaller pyramids that serve as a burial site for queens and secondary wives of the kings. Later pyramids constructed were the pyramid of Djedefre at Abu Rawash, the pyramid of Sahure at Abu Sir, the pyramid of Neferirkare Kakai at Abu Sir, the pyramid of Nyuserre Ini ate Abu Sir, the pyramid of Amenemhet I at Lisht, the pyramid of Senusret I and Senusret II at Lisht and the pyramid of Amenemhet III ate Hawara.

Training and development

Training and development Training and development Human Resource Development (HRD) can be universally recognised as a very effective approach to improve performance within training. Training consists of a variety of experiences that intend to enhance and develop skills and knowledge in order to accomplish organisational objectives, to improve and change organisational aspects within the work place (Bramley 1996; Broad Newstorm 1992). According to Manpower Services Commission (1981) training is a planned process to modify attitude, knowledge, skills, or behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose in work situation is to develop the abilities of the individuals and to satisfy the current and future needs of the organisation. In the same way development is a type of progression in which persons may find it more effective when learning through experiences. It is a procedure that helps people make use of the skills and knowledge that their past teachings and training has given them, this helps not only in present jobs but also anything that may come up in the future. It personifies theories and ideas connected with psychological growth, greater immaturity and increased confidence. According to Ivancevich (2004), training and development are processes that provide (or at least try to) a personnel with information and skills they need in order to understand the organisation and its goals. They are designed to help a person continue to make positive contributions in the form of good performance. Training helps personnel do their current work better while development prepares them for the future. Training is an important process to every personnel. It is a systematic process in which an individual is aided to alter his behaviour in a direction that will achieve the organisations goals. Ivancevich (2004) describes the goals of training as training validity, transfer validity, intra-organisational validity, and inter-organisational validity. Training validity determines if the trainees learn skills or acquire knowledge or abilities during training while transfer validity determines if these learned skills or acquired knowledge or abilities result to improvement on job performance. Intra-organisational validity determines if the job performance of a new group of trainees in the same organisation that developed the program comparable to that of the original training groups job performance. Finally, intra-organisational validity determines if the validated training program in one organisation can be applied with successful results in another organisation. Noe (2003) defines training as â€Å"planned effort by a company to facilitate personnel learning of job-related competencies† including knowledge, skills, or behaviours that are critical for successful job performance. Training helps personnel master knowledge, skills, abilities and behaviours emphasised in training programs and to apply them in their day-to-day activities (Noe 2003). As argued by Noe (2003), training is a process which not only needs basic skills, which would be skills that are sufficient enough to perform ones job, but also needs skills at an advanced levels which enables a person to use high technological information and share it with other personnel. This would be perfect in order to gain competitive advantage. A good understanding of the customer and the system is also a key aspect within training. Al of these put together collectively defines intellectual capital. A training initiative which requires generating intellectual capital is a training which goes by the name of high -leverage training. According to Carnevale (1990), high-leverage training, which is linked to strategic business goals and objectives, uses an instructional design process to ensure the effectiveness of training programs, and compares or benchmarks the companys training programs against other companys training programs. According to Richard M. Hodgetts and Fred Luthans (1976), training is a procedure of changing behaviour and attitudes in a way that increases the success of reaching ones targets. According to both theorists culture, customs and work habits of the local people should also be taught in training process. And if all the above mentioned factors along with other factors are considered properly it would boost towards the success of any establishment. Formal training programs are not seen to be enough in accordance to todays fast moving world, this is the thought contributed by the author Hall (2004). A few other things the author believes is that in order to uphold certain standards that are commercial and cost effective, the people should be execution experts. A lot of senior executives believe that budget will stay tight, even after a full economic recovery, and that headcount, time. IT support, and other resources will continue to be in short supply. The opportunity and demand for enterprise-wide initiatives to bring about wholesale change will only increase. If you are a leader of learning, your future and the future of your organisation depends on your ability to make significant initiatives happen despite the challenges of day-to-day work. To acquire this you need to become an execution expert. Todays best-in-class learning professionals operate differently than those who came before them. Their thoughts are focused on 3 areas: business strategy, resources, and execution. (Hall 2004, p65-6). Two different training methods are identified by the authors (Ferris et al, 2006), the first set of training is described as the routine training which is given to all level of working staff. The other set of training however, is a type of training in which political skills is the main and important component of training and development process and is aimed mainly for senior executives. As the work force moves up the chain of command to higher jobs at wider scales, technical capability is less important and political skill takes its place. When the centre for Creative Leadership studied why once-promising executives failed on the job, lack of social effectiveness emerged as a leading cause. The political skill which is mentioned quite a bit, is a type of skill that distinguishes successful and efficient managers from those managers who are inefficient. It is also an ability which merges together social intelligence which facilitates and adjusts to situations where differentiation and changes are of demand. In return this helps in developing and advancing the working conditions. Training and development at individual level:- To identify each persons own knowledge, skills and abilities in order to assess each individual and progress them at the pace According themselves. Psychology theorists e.g. Likert (1961), Mayo (1933) cited by Younglin (2001) entails that employee satisfaction and well being are related to performance, but in those theories they did not explicitly hypothesize about the appropriate level of analysis, for example individuals, groups or organizations. Assessments and one to one meetings allow employees to reflect on their own learning needs in relation to their work aims. It also provides well controlled learning experiences linked to professional and administrative needs, goals and job requirements. Individual levelled training and development is the base and the stepping stone of any needs assessment. All managers have different emphasis on specific needs collaborating with their job description, level of education and intelligence experience and personal choice. Focusing on employees individual needs appraisals makes it easier to compile personal development plans that suit each employee according to their own level of competency. Training and development at organisational level:- It is vital for organisations to focus on peoples capability to foresee, adapt and respond to sudden changes in the environment. Training and development will have to join together it with corporate goals. It must be accurate with what the business leaders are trying to achieve. In order for training to seem more appropriate, its programme will revolve around business related matters for the future. In practice, its achievements will shoulder on developing apparent training objectives from the tactical issues of the business. Effective managers are created in an environment where there is continuity in the learning manner. A high level of experience, expertise and mind power of the internal as well as external trainers is essential, along with their commitment and capability to maintain a healthy relationship committed to management maturity. The method of learning can often engage unlearning certain behaviours and attitudes. certainly, in relation to organisations (Hamel Prahalad 1994, cited in Cole, 2000, p268) found that ‘creating a â€Å" learning organisation† is only half the solution. Just as important is creating an â€Å" unlearning organisation†to create the future, a company must unlearn at least some of its past. According to Cole (2000) training and development of workforce is a concern that is faced by more or less all the establishment. The quantity and excellence of training carried out varies a lot from organisation to organisation. Therefore most of the establishments are adapting systematic approach to the training and development of their employees. Organisations use systematic training cycle to perform a logical sequence of activities commencing within the organisations starting with the training policy, assessment of training needs, carrying out training and evaluations. Cole (2000, p.278) summarises that this training cycle is quite beneficial within an organisation. The systematic approach to training and development arises from the amount of internal and external stress for alteration in the organisation. Firstly in a systematic approach is to develop a policy statement to act as a channel to the organisations intentions regarding the weight and track to be given by to training and development. Secondly initialise a set of roles for those in charge for implementing the policy and thirdly to set up a appropriate structure of training posts and procedures, and to allocate adequate funds to the training establishment. As all the steps are followed with completeness then one can focus on the analysis of training needs, evaluation and review of training carried out. Training policy Establishments mostly deal with a wide range of policies dealing with human resources. Policies are set by the establishments to develop their employees and to monitor their performance by certain training and development programs and courses, conducted internally or externally. According to Cole (2000),training focuses on learning needs and are mainly associated to existing responsibilities and duties which are narrowly linked to short, medium and long term business plans and are seen as an key element of an establishment to prove to its consumers, training and development are the key to success of any organisational goals which indicates the overall plan of an organisation, execution of training and development programs provides a direct link to the organisational goals for those who are accountable for the best possible results. Most of the organisations have a extended tradition of raising their own managers and professionals and providing them with in-house courses according to organisational needs. Some of the organisations rely on external management trainings and courses. Training needs Needs assessment is the process of determining if training is necessary (Noe 2003) and identifying the organisations training needs (Ivancevich 2004) and answering the question of whether training addresses the organisations needs, objectives and problems (Arthur et al. 2003). According to Noe (2003), if the needs assessment phase, the first phase in the instructional design process, is poorly conducted, training will not meet the desired outcome or financial benefit for the company, regardless of the training method and the learning environment. According to Boydell (1985) there are three levels of training needs which are to be studied before putting the programs in to practice. This three-step process consists of organisational analysis, person analysis and task analysis. There are a few factors linked with organisational analysis, such as when given the company resources is the relevant training appropriate, where is training needed in the organisation, which goals can be accomplished through personnel training, and if to determine as to wether or not training can be used to improve a companys success ( Noe 2003, Arthur et al. 2003, Ivancevich 2004). When assessed at an organisational level we must see the general weaknesses the organisation has perceived in its priorities and what would be the prescribed remedy that would be required in alteration of the organisational culture. According to Noe (2003), there are three factors to be considered before choosing training as a solution, these three factors being, the companys strategic direction, managers and peers support for training activities and the training resources available.(Noe 2003) Training to some level should help a company achieve its business strategy. If one was to define a business strategy, it is said that this is an approach which refers to a plan that joins together the companys goal, policies and actions (Meister 2000). Noe (2003) also mentions that â€Å"the strategic role of training influences the frequency and type of training, and how the training function is organised in the company.† (p 42) it is more likely the regularity of training will be higher in companies where training is expected to be a factor in the achievement of the companys business strategies and goals as a post to those companies where in training is done randomly or unplanned. Also it is said that the higher the strategic role of planning, it is more likely that the company will organise the training purpose using a virtual training organisation or corporate university models. (Noe 2003) The managers and peers support for training activities is a critical factor in considering a training programme. To be successful, managers and peers should have a positive attitude in participating a training activity. Furthermore, managers and peers should be willing to provide trainees with information on how they can effectively use knowledge, skill or behaviours learned in the training activity (Bramley 1996). To determine the initiation of a training activity it is essential for the company to have all necessary resources. For example if a company decides to hire a consultant for training purposes it is vital for that consultant to provide a high quality level of training. According to Noe (2003), it is advisable that a company use request for proposal (RFP) because it helps to identify the consultants or vendors who qualify for the criteria. RFP includes the type of service the company is seeking, the type and number of references needed, the number of personnel to be trained, the funding for the project, the follow-up process used to determine the level of satisfaction and service, expected date of completion, and the date when proposals must be received by the company (Noe 2003). Person analysis is a procedure which helps the establishment to identify the personnel and how they need to be trained. The analysis verifies all the necessary personnel readiness for training and development, such as personnel abilities, attitudes, beliefs, and enthusiasm. All these factors are vital for the person to learn from the training activity and apply it to the job. Being ready and fully aware for training also means that the work atmosphere will aid with learning and will not hinder with any kind of performance (Noe 2003). The present abilities (skills, knowledge and attitudes) of each staff member concerned had to be assessed against the higher standards needed to carry out their work satisfactorily and any short falls remedied through training. An indicator of the need for training is poor performance measured by customer complaints, low performance ratings, or on-the-job incidents such as accidents and unsafe behaviour. Job changes are also an indicator of the need for training. Job changes can be improvement of the current level of performances or the need for personnel to complete new tasks. (Noe 2003) According to Rummler and Brache (1996), factors such as, person characteristics, input, output, knowledge, consequences and feedback control personnel performance. Persons qualities are what construct the knowledge, skills and abilities of the personnel. The above mentioned factor of input refers to the directives that enable the personnel to know when, what and how to perform but at the same time also, the resources such as equipment, time or budget contributes also to the performance. Output is the standard according to the personnel of how the job is performed. A consequence is an aspect that gives encouragement to the personnel when they perform well. Feedback is the information the personnel receive while they are performing (Noe 2003). Ivancevich (2004) describes task analysis as the identification of the tasks, knowledge, skills and behaviours that should be covered in a training program. According to Schneier, Guthrie and Olian (1988), there are four steps involved in task analysis. First, select the job or jobs to be analysed. Then, build up a preliminary list of tasks performed on the job. This can be done by interviewing and observing expert personnel and their managers and talking with others who have performed a task analysis. Third, confirm the preliminary list of tasks by asking several questions regarding the tasks a group of subject matter experts in a meeting or through a written survey. Through this, the management can determine which tasks must be included in the training program. Important tasks that are frequently performed and of moderate to high level of difficulty should be included in the training while tasks that are not important and infrequently performed should not be included. However, since there are tasks that are important but are less frequently performed, managers and trainers should determine whether these tasks should be trained for. (Noe 2003) The last step is to identify the knowledge, skills or abilities needed to successfully perform the tasks identified. Similar in identifying the tasks to be trained for, knowledge, skills or abilities necessary can be learned through interviews and questionnaires. It is important to know the level of difficulty in learning knowledge, skills and abilities (Bramley 1996). Ivancevich (2004) points out that these assessment categories are important. However, training assessment should focus on the personnel needs because it is at the individual or group level that training is conducted (Ivancevich 2003, p114). According to Kirkpatrick, there are four ways to determine the personnel needs for training. These are through observation of the personnel, listening to the personnel, asking the supervisors about their personnel needs, and examining the problems the personnel have with regards to their job (Kirkpatrick 1996). Michalak and Yager (1979) further stresses that by doing this, the manager is actually conducting a performance analysis. There are steps in performance analysis. First step is the evaluation of the personnel performance and determining if there is a behaviour discrepancy in the personnel performance. Next, the cost and value of correcting the identified behaviour discrepancy should be determined. Then, determine if the personnel can do the expected job if he wanted to (Ivancevich 2004). Then, establish a standard and communicate this clearly to improve job performance. Then, remove obstacles that might cause behaviour discrepancy. Next, the manager should give the personnel time to practice the skills, knowledge and abilities needed in performing their job. Next, decide if the job should be redesigned. If all else fails, the managers should take matters to the next level and decide whether to transfer the personnel to another department or to terminate his contract. However, performance analysis may result to a problem in the driving force. Corroborations such as reward, punishment, or discipline may be essential to create stimulus for the whole work force. Performance analysis may also lead to recognising a need for training and development. However, some organisations avoid doing training needs assessment. According to Schneier, Guthrie and Olian (1988), the possible reasons for this are lack of information on conducting training needs assessment, management scepticism on the effectiveness of training needs assessment, poor planning and lack of time in doing training needs assessment. But Schneier, Guthrie and Olian (1988) stress that training needs assessment should be done because there are many benefits that result from doing this such as improving the training function, tying in with other personnel/human resource management (P/HRM) programs and improving their efficacy, and increasing legal defensibility. Training Process Though typically the shortest phase in the training process, the training program itself encompasses a myriad of details which must be thought about carefully in order that a program will run smoothly, remain true to its defined objectives, and facilitate the transfer of knowledge. Coordinating the logistics of a training program is a detailed and essential step in planning a successful training program. As Van Wart, Cayer, and Cook (1993, p.235) point out, careful planning results in substantially fewer problems, headaches, and even disasters. Countless items such as facilities, room set-up, scheduling, registration, snacks, name tags, audio-visual needs, correspondence with trainees, social events, and the compilation of training materials must be taken into account to insure a successful program. In addition, it is important to plan in advance how to open and close a training session, to avoid awkward transitions and a poor climate during the session (Nadler Nadler 1994). Another important consideration is the materials and kit which will be used to communicate information to the participants. Handouts, textbooks, manuals, and other visual aids (VanWart, Cayer, Cook 1994) enhance the training environment and give participants tangible records of their training to take away and refer to when a refresher is necessary. There should be plenty of materials for all of the participants and extras for those who may register at the last minute. Equipment should be checked to make sure it is in good working condition prior to the program (Nadler Nadler 1994). And finally, as with most things in life, it never hurts to have a contingency plan. A training program may incorporate many different types of strategies for communicating information and fostering a learning environment. Lectures, group activities, discussions, videos, games, guest speakers, case studies, presentations, panel discussions, outdoor interventions, and hands-on skill training are but a few examples of the variety of methods which exist for use in training situations. Beary (1994) suggests that trainers should use questions in training to serve as icebreakers, determine knowledge levels and attitudes, stimulate discussion, share knowledge, make transitions, and build teams. Harris (1994) puts forth his P.R.A.C.T.I.C.A.L. model for better-than-average presentations which calls for attention to be paid to: Partnerships, Rhetorical questions, the Ability to be spontaneous, Conversational style, Tone of voice, Involvement, Creativity, Acute relevance, and Lucidity. Harris also provides four verbal tools which can be used to vary presentations through language. Analogies, alliteration, plays on words, and rhymes can be useful ways to draw attention to material which may require spicing up. A trainer would certainly want to consider his or her audience before using some of these tools. A group of firemen may not be impressed by rhyming skills, while a group of writers might find it very refreshing. Kaeter (1994) suggests several ways to create a training culture, which, she explains, will enhance the environment and may even help a trainer to deal with the ever-present resistant trainee. Her ideas include: researching the situation in advance, making knowledge relevant to those situations, facilitating rather than lecturing, making a clear link between the person, the job, and the goals of the organisation, not ignoring resistant participants, deflecting attacks by drawing in the group, and being available after training for questions and one-on-one discussions. Given that in almost every training situation, there will be one or two individuals who are resistant to the ideas being presented, (or to the very idea of being at a training program) it is important to create a culture which deals proactively with resisters and allows learning to occur for everyone. In addition to those presented here, there are hundreds of other useful approaches to conducting effective training programs. The important thing to recognise is that each method and strategy has inherent strengths and weaknesses, and that there is not one method or strategy whose use will result consistently in a flawless training program. A combination of methods, strategies, and techniques makes for a rich, diverse, cooperative, and instructive training situation. In any training situation, it is important to appreciate the variety of ways that people learn, and to use techniques, which will meet the needs of a diverse group of learners (Armstrong 1988). While some individuals may learn kinaesthetically, others may be more receptive to visual or auditory techniques. A trainer must design his or her program to incorporate elements which will be useful to all types of learners, also taking into consideration the knowledge, skills, abilities, and motivation that trainees bring to the training situation. (VanWart, Cayer, Cook 1994, p 139) According to Bramley (1996), learning situations should be sequenced so that various styles of learning are integrated into the whole. A useful model, based on adult experiential learning, is the Kolb (1984) cycle of learning (see Figure 2). This model requires that activity in all four stages take place for effective learning to occur. Training which is designed with a variety of learning styles in mind will greatly encourage trainees to incorporate the knowledge into their own way of thinking, and transfer the training into the workplace. After logistics and strategies are determined, the designer must decide the most appropriate method for gathering evaluations and feedback from the participants. This step can be used to identify opportunities for further training, to enhance learning, to identify problems and possible solutions, to assess the impact of the training, and to monitor changes in thinking related to the training (Brinkerhoff Gill 1994). Such information can be obtained through observation of reactions to training programs, through learning reviews provided by participants (Bramley, 1996), or through pre and post-testing of skills, attitudes, and behaviours. In addition, there are a variety of questionnaire types which can be utilised for evaluations. Regardless of the type of questionnaire, which is used, however, it is crucial to gather feedback from as many of the participants as possible, to give them a forum for providing the most honest and detailed feedback possible, and to take future action based on the responses (Kirkpatrick 1996). Another valuable method of gaining feedback from participants is to speak with them individually, perhaps at some point during the program, or in a scheduled meeting or discussion group held shortly after the program takes place. It is vital to remember that changes in attitude do not necessarily equals change in behaviour. While information about attitudes may drop light on trainees immediate reactions and learning, such information alone is not necessarily a good indicator of long term changes in behaviour or overall results of training. As demonstrated by this study, it is important to collect a variety of data at several differing intervals, in order to gain the best understanding of the training and the outcomes of it. Evaluation of Training The final stage of the systematic training process is the evaluation of training. This can be done by comparing the results, especially the benefits, with the objectives of the training program set in the assessment phase (Ivancevich 2004). As mentioned in the introduction chapter, many companies are increasingly concerned if training adds value to organisations and training departments are continuously justifying the effectiveness of training (Phillips 1996; Holton 1995). Preskill (1997) asserts that the most appropriate method to determine the effectiveness of training is through training evaluation. As Jones (2006, p.42) said, â€Å"It is essential for HRD practitioners to use the training evaluation method in order to determine whether an organisation receives a significant return on investment in terms of human resources, time and money.† There are many reasons as to why training evaluation should be done. Evaluation can be a tool for informing the trainees of their progress, modifying and improving programs and instructor performance, and providing evidence to managers that problems and issues have been addressed and solved (Laird 1985). Training effectiveness is also a measure of the training departments credibility (Kirkpatrick 1996). Other benefits brought about by doing training evaluation are increased confidence in the trainers claim, increased legitimacy of the training function in organisations, justification for continued support, valuable feedback for improving training methods (Phillips 1996, Jones 2006). Noe (2003 p98-9) summarises these reasons in the following: to identify the programs strengths and weaknesses; to evaluate whether the content, organisation and administration of the program contribute to learning and the use of training content on the job; to identify which trainees benefited most or least from the program; to gather data to assist in marketing the program to determine the financial benefits and costs of the program; to compare the costs and benefits of training and non-training investments; to compare the costs and benefits of different training programs to know which training program is best to use. As with any other evaluation process, criteria should be established for easier evaluation. Ivancevich (2004, p77) points out the three types of criteria — internal, external, and participants reaction. However, participants reaction can be included in the internal criterion. The internal criteria are concerned with the content of the training program. The external criteria are concerned with the ultimate goal of the program. Many training evaluation models were developed. The most popular of which is Donald Kirkpatricks (1994) four-level evaluation criterion. According to thi

The Cyclic Relationship Between Culture And Technology :: Environment Environmental Pollution Preservation

Trying to determine the effect of culture on technology is a difficult task. This is due to the cyclic nature of the relationship between culture and technology. Working with the general notion of culture (1), it is easy to see why the task of analyzing the effect of culture on technology is hard. This is because technology itself is part of this definition of culture, â€Å"all other products of human work and thought† (2). In a sense, we are trying to find the effect of culture on culture itself, which initially sounds strange. However, considering technology as one of the venues that a given culture utilizes to transform itself, the challenge to examine the effect of culture on technology can be narrowed down to the investigation of the cyclic relationship between culture and technology. Thus, this paper discusses, what we will label, ‘technology-induced cultures’ and ‘culture-induced technologies’, in order to show the feedback loop between cultur e and technology. The class readings provide several instances of how technology affects and transforms its encompassing culture (i.e. the culture that was responsible for bringing forth the very same technology). One such technology is agriculture. The hunting and gathering way of life was already being saturated when the world population was about 4 million. With human population reaching 200 million by 200 B.C., it would have been difficult, if not impossible, to survive by just gathering and hunting. (3). Even though it is hard to claim that early man consciously pursued agriculture as the solution to this problem, it is uncontested that the hunter-gatherer society is the culture that was responsible for the invention of agriculture, as Ehrlich points out, â€Å"agriculture was thus invented gradually, piecemeal, and quite probably sometime reluctantly as groups changed time-honored lifestyles†(Ehrlich 15/26). The effect of this technology on the hunter-gatherer society was phenomenal, as it â€Å"put humanity on the road to sociopolitical complexity†(Ehrlich 17/26). The constant mobility as well as the scarce resources involved with the hunting and gathering way of life did not allow for the development of a complex society, as Ehrlich explicitly mentions, â€Å"Without the ensuring agricultural revolution and the sedentary life and divisions of labor it eventually made possible, cultural evolution could never have produced our complex modern civilization. Without farming, which freed some people of the chore of wrestling nourishment from the environment, there would be no cities, no states, no science, and no mayors†(4).