Walmart Design of Goods and Services

Introduction Walmart is multinational retailer organization that runs chains of storeroom in America, and most successful profitable business enterprise. Through the use of information technology, Walmart tracks its product growth and adjusts to a database to reflect the local demand of the products. Waltmart collectively uses information technology center for products in the stores and distribution center to manage stock level (Barrow-man, 2002).Advertising We will write a custom essay sample on Walmart Design of Goods and Services specifically for you for only $16.05 $11/page Learn More How product design applied in decision-making of Wal-Mart? The product design is the process of coming up with technique to advance on existing merchandises. It is an information intensive undertaking that has become progressively in today global competitive environment. Product design controls the characteristics and performance of the products consumer’s desire s. Product design ‘aimed’ at improving actual value of the products and ‘appears’ to customer’s affordable price. Walmart maintains inclusive contribution of all partners like suppliers to participate in product design, when outsourcing the production. The design interface of the products must be handled properly to minimize cost in product designs. The design of a consumer product is not only the factory-made cost, but also the dominance of the quality and service delivered and how well they meet customer expectations. There is uncertainty in designing performance levels, what customer expect, and even in the final goals for the design (Barrow-man, 2002). What is the Product Life Cycles in Wal-Mart? The product life cycle is the period between the time products unveiled into the market until it withdraws from the market. Product development starts when a corporation develops a new product idea. During the introduction phase, a lot of money required for product upgrade and advertising. Product valuing is the crucial aspect during the development stage and product must become competitive, and the consumers automatically acquire the new product at a high price. Growth phase provides product satisfaction. Wal-Mart shows the product it offers and differentiates them from the rival products, modifying the products and product protection done by Licenses and copyrights. This takes place when product improves its customer confident through product differentiation and product availability to the market, providing discount and product cost. During this product phase, product matures, and the company makes high sales and return. Walmart has multi distribution channels which offer back distribution ways. During the decline phase, product maintenance cost of product is high than the initial profit gained. It is extremely difficult for a company to understand decline signal of the product and the life cycles of products at Walmart are varyi ng from 3 months to 2 years. Walmart provides are fast-moving consumer goods, which are durables and groceries which have short ledge lives (Hong, 2000).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More How different Issues for Product Development applied in the Wal-Mart? There are several issues to be tackled during product development in Walmart. The change in demand of a product over a long time perhaps affects product life cycle. The issue of understanding the customer need and the economic changes may affect organization performance. These issues arise not only from handling the wide variety of products point of view, but continually striving for error free product, and create high customer satisfaction. The market regulates to meet the ever changing and unpredictable consumer market. Market mix contemplation should be appropriate for the firm, so that product growth adjusts (Ulrich, 20 01). Conclusion The product design considerably transforms the company perspective in respect to maintaining a competitive edge over its rival. Walmart has been able to sell products that sustain people and their environment through support of customers and communities around the world and product decisions are fast (Ulrich, 2001). References Barrowman, J. (2002). An Evaluation of Research on Integrated Product Development.  Management Science 48(7): 938–953. Hong, S. (2000). Balancing Concurrent Engineering Environmental Factors for Improved Product Development Performance. International Journal of Production Research 38(8): 1779–1800. Ulrich, K. T. (2001). Product Development Decisions: A Review of the Literature.  Management Science 47(1): 1–21. This essay on Walmart Design of Goods and Services was written and submitted by user Valeria Tanner 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.

Therapeutic relationship Essays

Therapeutic relationship Essays Therapeutic relationship Essay Therapeutic relationship Essay Lago (2003: p54) states that Being misunderstood begets anger, frustration even hatred. By contrast, to be understood evokes trust, gratitude, exploration, love and aspiration. The use of language is absolutely central to the communication process and however much good intent there is, on both sides of a conversation, if misunderstandings persist then the potential for therapy is substantially diminished if not stopped altogether. Therefore as well as a means of communication language can form a boundary between two people, this is especially true in the therapeutic relationship. This does not only occur when the client and counsellor speak different first languages but also when they use the same language. Accents and usage of language vary throughout the U. K. ; this can lead to misunderstandings between the counsellor and the client. In certain parts of the country and with certain ages, swearing is readily accepted and used everyday. However, in other places and with other ages swearing is frowned upon. Language can also be a powerful weapon of oppression. If a client feels insecure, and the counsellor uses long and strange language, the client could feel intimidated and withdraw from the relationship. Therefore, language can be both freeing and constraining. Enabling because it allows us to express our feelings and opinions and communicate with others. Constraining because we cannot communicate with those who do not speak our language, it only allows the use of certain words for certain feelings. For example, the Eskimos have many different words for snow and sleet whereas in the U.  K. we have just those two. Therefore, if a counsellor has a client with a different first language it could be that the English equivalent does not really mean the same thing in their language. DIFFERING BELIEF SYSTEMS Belief systems are made up from many different parts of a persons psyche and can range from belief in religion to the belief in self. A persons outlook of religion will alter the way that they view the world. For example, I do not believe in any god and so when things happen I say that is life. However, in certain religions whichever god is being worshipped can be blamed or praised for the occurrence. In the counselling setting, the clients belief systems will affect the relationship. The client may believe for example that it is wrong to talk about certain issues and so if the issues are not talked about openly the relationship will falter, as congruence and honesty are a main component in the person centred approach. The counselling relationship is there in many cases to change the clients beliefs about their own self-image. For example, a client may believe that they are useless or worthless; this negative self-image will, hopefully, be changed throughout the counselling process so that the client lives a more fulfilled life. McLeod ( 2003: p484) states that there has been lively interest in the idea that all effective counsellors possess similar belief systems or ways of making sense of the world. The assumption is that counsellors are able to help people because they see the clients problems in a particular way. It could be then that as counsellors not only do we have our own beliefs but also we have certain commonalities that make us good at what we do. It is important to remember that there are two people in the therapeutic relationship and that they are both as important as each other. FAMILY PATTERNS All families no matter the size have patterns and positions. The family is affected not just by the size but the ages of its members and their genders. Adler looked more deeply into family patterns and found that those with different positions took on different roles and characteristics. Adler believed that a persons birth position and gender would influence their development and personality. For example, only children may be quite self-centred and unable to consider the needs of others unless reminded; middle children tend to feel squeezed out or sometimes held in, as they have neither the privileges of the eldest nor rights of a youngest. In addition, there is the difference in how we encourage our children according to their gender. For example, boys are encouraged to get dirty and go exploring and play a bit rough and big boys dont cry, whereas girls are encouraged to play with dolls and play nicely and to be clean and tidy. If a counsellor understands these issues, it may be easier for him to help the client. The relationship could be affected if the counsellor reminds the client of a member of their family that they did not get along with etc. this is also true of the counsellor. By understanding these issues, the counsellor could have more insight into the client and how the clients self-concept was formed. FAMILY LIFE EXPERIENCES The life experiences of the whole family will affect how a person develops and their outlook on life. For example if a client moved house as a child and found the experience unsettling and uncomfortable the client could later on develop problems dealing with loss and change. If the move was pleasant and the client settled into their new house, it is more likely that they will cope with change in a better way. All families have shared life experiences but each member of the family will remember different aspects of the event and be affected by it in different ways. For example a family my go on a holiday. The parents want to visit all the local sights and there is a lot of driving involved. The parents enjoy the driving because they like the countryside however, the kids cannot stand it because they are trapped in a car and prefer cities to the countryside. So even though all the family went to the same places and had the same experiences they all perceived the holiday in different ways. These events influence in later life and will affect all the relationships we have. Obviously, the relationship is one of the most important aspects in the P. C. approach to counselling.

Psychology Essay Example | Topics and Well Written Essays - 1250 words - 11

Psychology - Essay Example Considering the argument brought forth by then article on then relationship between the hippocampus and the acquisition of independent memories, which do not rely on the hippocampus systems. It further questions the interference of the hippocampus with the retrieval of perfectly normal hippocampus dependent memory, which has been established in non-hippocampus systems. The authors go further to make working assumptions relating to disruption of memory that is not stored in hippocampus systems during the resumption of functionality by the hippocampus. This is backed with evidence from experiments on the temporary inhibition of the hippocampus, and the resulting inconclusive results on the outcome. The main aim of the article because of the experiments conducted is revealed that the loss of memory is affiliated failure in the establishment of a lasting fear memory. In order to prove its findings in relation to loss of memory and the hippocampus; the results of experiments conducted on animals are included and the inferences revealed. As a result, it is found that inactivation or loss of functionality of the hippocampus does not result in loss of memory, retrograde amnesia, the same way that the hippocampus can interfere with retrieval of memory. In order to arrive at their conclusions, the authors of the article conducted an experiment, and based it on what is already known to cause amnesia or failure in the retrieval of memory. As such, the sponsoring institution, University of Lethbridge, approved their experiment. The approval means that the experiment was done according to set guidelines in order to acquire accurate results for their hypothesis. With this in mind, the sample of animals used in the experiment involved the use of rats that were housed in a standard laboratory and facing all similar treatment and conditions. However, in the

International marketing Essay Example | Topics and Well Written Essays - 3000 words - 1

International marketing - Essay Example In case of IM the firms looks to make their products available to the international customers. Therefore they have to deal with PESTLE factors of not only one but several other countries. Due to this factors such as tariff barriers, govt. regulations, etc. They also have to face competition from the international competitors also. But with high risk there are opportunities to earn high returns also in the form of growth, profitability, opportunity to earn economies of scale. The study looks to focus upon some of the key issue to be considered by a firm when the firm decides to enter the international market. The company to be discussed is Tesco PLC, the biggest retailer in the UK. During the course of study the probable strategies that could be adopted by the company to expand the business has been discussed using international strategic and marketing mix of Tesco (from an international, perspective), Porter’s diamond model, Uppsala model, country of origin effect and born glo bal model. Marketing Mix: 4P’s Framework The concept of marketing mix can be described as the set of manipulable marketing elements that can be used by the company to achieve organizational objectives. The marketing mix consists of four key elements. Neil Borden termed these manipulable elements as the ‘Marketing Mix’. In the early 1960’s he suggested 12 elements which the company should keep in mind while formulating marketing program. Then E. Jerome McCarthy delineated the marketing mix as the 4Ps of the marketing mix. In simple terms the elements of the marketing mix can be used to lay the much required foundation for the overall marketing strategy. Product Tesco is one of the major retailers in the world. It provides shelf space to the products of some of the major global brands. Along with this the company also provides private label branded products. The product ranges from fresh food, groceries, clothing and apparels, health and beauty products, ele ctronic garments. The vast ranges of products allow the company to target a wide range of customer segments starting from kids to adults. As the company product a vast product mix with lots of variation the company opts for brand positioning as compared to individual brand positioning. Price Tesco mainly uses market driven pricing. Here it is to be mentioned that with the rise in competition in the global retail market and the recent economic downturn has forced the retail companies to decrease the prices. A part form this the company also uses promotional pricing techniques, especially in case of clothing products. In the initial days the company adopted a market skimming strategy. Thus the company set high prices for the offerings. But once the competition increased the company had to adapt and shift to market driven pricing. Also the pricing strategy has been influenced by the economic conditions. The market driven pricing has been well punctuated by other pricing techniques such as promotional pricing. Place It is believed that the Tesco has one of the best distribution strategies. The key factor that influences the

Types and Significance of Evaluation of Training Program Essay Example for Free

Types and Significance of Evaluation of Training Program Essay Types and significance of evaluation of training program INTRODUCTION Training is vital for any and every organization. With the changing socio-economic and technological relevance of training, the definitions, scope, methods and evaluation of training program have also changed. One of the earlier classic definitions of training is ‘bringing lasting improvement in skills in jobs’. The present day definitions take a multi-dimensional perspective enveloping the needs of individuals, teams, organizations and the society. The steps in the training program development are planning, programme implementation, and programme evaluation and follow-up. The evaluation of any training system helps measure the’ knowledge gap’, what is defined by Riech as ‘the gap between what the trainer teaches and what the trainee learns’. Evaluations help to measure Reich’s gap by determining the value and effectiveness of a learning programme. It uses assessment and validation tools to provide data for the evaluation. Evaluation of training systems, programmes or courses tends to be a demand of a social, institutional or economic nature. A training program is not complete until you have evaluated methods and results. A key to obtaining consistent success with training programs is to have a systematic approach to measurement and evaluation. Training Evaluation Approach Evaluation methods should be determined based on the goals of the training process and should meet the demands of the various stakeholders involved. Every organization has multiple stakeholders and not everyone within the organization has the same information needs. Typically, organizational stakeholder groups include the training department, employees and business units. Their information requirements fall into two categories: whether the competencies have been learned and whether the learning has been applied toward improved performance. DEFINITION * Goldstein (1993) defines evaluation as the â€Å"systematic collection of descriptive and judgmental information necessary to make effective decisions related to selection, adoption, value and modification of various instructional activities†. * Kirkpatrick (1996) defines evaluation as determination of the effectiveness of a training programme. Evaluation of training as any attempt to obtain information on the effects of a training programme, and to assess the value of the training in the light of that information. * According to Van Dyk et al. (1997), definitions of evaluation have several implications: †¢ Evaluation is an ongoing process. It is not done at the end of course only. †¢ The evaluation process is directed towards a specific goal and objectives. †¢ Evaluation requires the use of accurate and appropriate measuring instruments to collect information for decision making. †¢ Evaluation is a form of quality control. Evaluation is not only concerned with the evaluation of students but with the wider training system as a whole. TYPES OF EVALUATION 1) Formation evaluation Formative evaluation Provides ongoing feedback to the curriculum designers and developers to ensure that what is being created really meets the needs of the intended audience. Formative Evaluation may be defined as any combination of measurements obtained and judgments made before or during the implementation of materials, methods, or programs to control, assure or improve the quality of program performance or delivery. * It answers such questions as, Are the goals and objectives suitable for the intended audience? Are the methods and materials appropriate to the event? Can the event be easily replicated? Formative evaluation furnishes information for program developers and implementers. * It helps determine program planning and implementation activities in terms of (1) target population, (2) program organization, and (3) program location and timing. * It provides short-loop feedback about the quality and implementation of program activities and thus becomes critical to establishing, stabilizing, and upgrading programs. ) Process evaluation Process evaluation provides information about what occurs during training. This includes giving and receiving verbal feedback. Process Evaluation answers the question, What did you do? It focuses on procedures and actions being used to produce results. * It monitors the quality of an event or project by various means. Traditionally, working as an onlooker, the evaluator describes this process and measures the results in oral and written reports. * Process evaluation is the most common type of training evaluation. It takes place during training delivery and at the end of the event. Most of you probably have done it in one form or another. The question we try to answer is What did you do? * Following is a sample list of the kinds of information collected to answer this question: * Demographic data (characteristics about participants and their physical location) * What was taught; how long it took * Whether or not the objectives were met * Who did what to whom, and when 3) Outcome evaluation Outcome evaluation determines whether or not the desired results (e. g. , what participants are doing) of applying new skills were achieved in the short-term. Outcome Evaluation answers the question, What happened to the knowledge, attitudes, and behaviors of the intended population? * Specific and observable changes in behaviors that lead toward healthier or more productive lifestyles and away from problem-causing actions indicate a successful program. * For example, a successful project is one that is successful in causing a higher percentage of students to use condoms when†¦. This project would produce both outcomes and impacts. Outcome evaluation is a long-term undertaking. * Outcome evaluation answers the question, What did the participants do? * Because outcomes refer to changes in behavior, outcome evaluation data is intended to measure what training participants were able to do at the end of training and what they actually did back on the job or in their community as a result of the training. * 4. Impact evaluation Impact evaluation determines how the results of the training affect the strategic goal e. g. health promotion g oal of reducing the incidence and prevalence of HIV/AIDS. Impact Evaluation takes even longer than outcome evaluation and you may never know for sure that your project helped bring about the change. The focus is on changes that have occurred in key social indicators which are used to gauge the levels of problem occurrence. * Examples of impacts are reduction in the incidence of HIV/AIDS; increase in condom use among students * Impacts occur through an accumulation of outcomes. Impact evaluation is meant to answer the question, How what did was taught in the training affect the problem? (Think back on the problem statements you developed. * Impact evaluation tries to measure whether or not training has affected the initial problem you identified. In other words, an impact evaluation is meant to assess the extent to which what was learned is making a difference at the community level, or targeted groups, or beneficiaries of the intervention Though this type of evaluation usually tak es a long time and costs a lot of money, it is the type that really focuses, for instance, on assessing whether or not there has been a reduction in the incidence and prevalence of specific problems in the community. * The idea here is that the impact of training will hopefully be far reaching and make a difference in peoples lives. Need for Evaluation Since evaluation is an integral part of the whole process of training and development the details have to be conceived much before the actual training activity; rather-than its ritualistic tagging at the end of training. The trainer should be fairly clear of: How to evaluate What to evaluate When to evaluate Answers to these questions are dependent on the need for evaluation. Why Should A Training Program Be Evaluated? * To identify the program’s strengths and weaknesses. * To assess whether content, organization, 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 training programs. * To determine the financial benefits and costs of the programs. * To compare the costs and benefits of training versus non-training investments. * To compare the costs and benefits of different training programs to choose the best program. P rinciples of Evaluation Schuman, E. A. describes evaluation as an integral part of an operating system meant to aid trainers/ training managers to plan and adjust their training activities in an attempt to increase the probability of achieving the desired action or goals. In order to integrate training practices with business policy and objectives evaluation has to be based on sound principles such as: 1. Trainer/ Evaluator must be clear about the purpose of evaluation to be able to set the standards and criteria of evaluation. 2. For an objective evaluation, the methodology and criteria of evaluation should be based on observable and as far as possible measurable standards of assessment which have been agreed upon by the evaluators and the users of the training system. 3. Evaluation has to be accepted as a process than an end product of training. 4. As a process, it has to be continuous. The ‘one-spot’ assessment cannot guide trainers for improving subsequent programmes, therefore it has to begin before the actual training activity and end much after the conclusion of visible training activity. 5. The training objectives should be an outcome of overall organizational goals to permit tangible evaluation of training results. 6. Evaluation data should be directive rather than conclusive. It must be comprehensive enough to guide trainers in the collection of information that will enable them to comment on current training effectiveness and to improve subsequent training. . A good evaluation system is tailor-made and should provide specific data about its strength and weakness. Generalizations drawn from one training activity may be in-applicable for training across different levels and to meet different standards. Besides, they should refrain from using single instances for conclusions and generalizations. 8. A good evaluative system should provide sufficien t scope for self- appraisal by the trainer/ evaluator. 9. The Evaluative data should try to balance quantitative and qualitative information. 10. Role of the evaluator needs tone based on sound working relationship with the participants, trainers, senior line managers and policy makers. Normally a researcher or a fresher is attached to the trainer to carry out end of the course evaluation. This evaluator may have the expertise of developing and designing-evaluative tools and techniques but it would be insufficient in promoting utilization of evaluation results. Evaluator’s acceptance by the participants and interpersonal sensitivity and trust for frank sharing of feedback is a must. This would modify their role as one of giving and receiving feedback rather than just receiving feedback. They have to be proactive than argumentative. 11. Effective communication and coordination are essential. Training and evaluation plans should be discussed so that there is commonality of purpose amongst the trainers, the evaluators and those sponsoring the trainees. 12. Reporting system of evaluative data should be simple, clear, adequate and available for interpretation. It requires the, evaluator to be sensitive to the feelings of the guidance, has to be tactful and honest. As far as possible terminology used should be concise and free from jargons. 13. Realistic targets must be set. A sense of urgency no doubt is desirable but deadline that are unrealistically high will result in poor quality. 14. Finally, a trainer who is sincere about training, evaluation would always insist on complete, objective and continuous feedback on the progress and deficiencies of training to be able to maintain the momentum of the training Programme, its evaluation and subsequent improvement. Benefits of Evaluation †¢ Improved quality of training activities Improved ability of the trainers to relate inputs to outputs †¢ Better discrimination of training activities between those that are worthy of support and those that should be dropped †¢ Better integration of training offered and on-the job development †¢ Better co-operation between trainers and line-managers in the development of staff †¢ Evidence of the contribution that training and development are making to the organization. Kirkpatricks Four-Level Training Evaluation Model The four levels of Kirkpatricks evaluation model essentially measure: 1. Reaction of student what they thought and felt about the training 2. Learning the resulting increase in knowledge and/or capability 3. Behavior extent of behavior and capability improvement and implementation/application 4. Results the effects on the business or environment resulting from the trainees performance Level 1 Evaluation Reactions This level measures how participants in a training program react to the training. Every program should at least be evaluated at this level to answer questions regarding the learners perceptions and improve training. This level gains knowledge about whether the participants liked the training and if it was relevant to their work. Negative reactions reduce the possibility of learning. Evaluation tools: †¢ Program evaluation sheets †¢ Face-to-face interviews †¢ Participant comments throughout the training †¢ Ability of the course to maintain interest †¢ Amount and appropriateness of interactive exercises †¢ Ease of navigation in Web-based and computer-based training †¢ Participants perceived value and transferability to the workplace This type of evaluation is inexpensive and easy to administer using interaction with the participants, paper forms and online forms. Level 2 Evaluation Learning Level 2 evaluations are conducted before training (pre-test) and after training (post-test) to assess the amount of learning that has occurred due to a training program. Level 2 evaluations assess the extent learners have advanced in knowledge, skills or attitude. Level 2 evaluation methods range from self-assessment to team assessment to informal to formal assessment. Evaluation tools †¢ Individual pre- and post-training tests for comparisons †¢ Assessment of action based learning such as work-based projects and role-plays †¢ Observations and feedback by peers, managers and instructors. Level 3: Behavior Level 3 involves the extent to which learners implement or transfer what they learned. This level differentiates between knowing the principles and techniques and using them on the job. Potential methodologies include formal testing or informal observation. This level of evaluation takes place post-training when the learners have returned to their jobs and is used to determine whether the skills are being used and how well. It typically involves contact with the learner and someone closely involved with the learner, such as the learners supervisor. Evaluation tools: †¢ Individual pre- and post-training tests or surveys Face-to-face interviews †¢ Observations and feedback from others †¢ Focus groups to gather information and share knowledge. Level 4 Evaluation- Results This evaluation measures the success of the training program in term that executives and managers can understand such as increased production, increased sales, decreased costs, improved quality, reduced f requency of accidents, higher profits or return on investment, positive changes in management style or in general behavior, increase in engagement levels of direct ports and favorable feedback from customers, peers and subordinates. Methods of Evaluation of Training Programs: It is extremely important to assess the result of any training program. The participant must be made aware of the goals and objectives of the training program and on completion of the training program, they should be asked about the impact of the concerned training program. Evaluation of any program is a difficult task and more so of a training program. The first step toward evaluation of a training program is to define the goals and objectives of the training program. These goals and objectives should be stated in such format so that they can be measured statistically. Also both the trainer and the trainees most be well acquainted with their role in the training Program In the evaluation of any training program. The first requirement is to collect valid and reliable data. The required data can be collected by using the fowling techniques. (12) 1. Self assessments answer sheets. 2. Question confronted by the trainees. 3. Assessing the collected information and observation. 4. Final result based on earlier information plus the new data Each method of data collection has its advantages and disadvantages. Which need to taken into Consideration? The merits and demerits of each method are as follows. Merits of Self Assessment: 1. The cost factor is quite low. 2. Data can easily collect. 3. Time consumption of the trainer and trainee is negligible. 4. Outside interference is completely avoided. 5. Effective relationships develop between the trainees. 6. Well designed answer sheet can produce healthy results. Demerits of Self Assessment: 1. Self assessment is basically self evaluation which can be based of biased responses. The assessment must have enough reliability so as to draw right conclusion in regard to individual assessment. . The responses given by the trainees can be based on misrepresentation or misinterpretation of the questions asked. Thus self assessment questions should be small and easy to understand . in addition . no information should be sleeked which will embarrass the trainees. 3. The information provided by the trainees cannot be evaluated in terms of their correctness. All the trainees do not prefer to gi ve the required information lest it may be used against at any point of time. All these problems can be easily solved. Self assessment is basically adhered to by all the training programs. However what is important to consider is to make proper effective use of this technique as the trainees provide valuable information which the trainer can use to formulate training strategy. The second requirement for evaluating a training program is concerned with the evaluation of the training program when part of the training program has been completed. The time factor must be decided before the program is initiated and the evaluation criteria must be determined before the training program begins. The first evaluation will give adequate information to the trainers whither the program moving toward write direction. At the same time trainees will be able to assess the value of the program in terms of its needs and usefulness. It is extremely important to realize whether the trainees have understood the need and importance of the training program. As this stage adequate data should be collected from the trainees to make proper evaluation of the training program. The collect data, interview and questionnaire methods can be most effective. Interviews can be conducted by seeking information face to face, by means of telephone, or by other strategies like group discussions etc. Each of these methods has its own merits and demerits. Merits of Interviews: 1. Face to face interviews ensure some response, if any responses need to be clarified. The trainer can do so instantly. Similarly if the trainees want any clarification, the same can do immediately. This helps in ensuring correct information. 2. As far telephone interviews are concerned though there is lack of personnel touch. The trainee does not feel the pressure of the interviewer to give answers that suit the trainer. The trainer can answer all those question that are complex in nature. These answers have far more validity as the responses are without any pressure. Demerits of Interviews: 1. The interview is a lengthy and costly process as it requires trained and skilled personal to get results that are reliable. 2. Another important drawback is the possibility of the trainer being involved in the interview. 3. Data collected through interview methods may be out of date and hence difficult to interpret. A primary survey was done using a detailed questionnaire as a tool. The survey helped in establishing an understanding f all the four levels of evaluation – reaction, learning, changes and results. The survey used the entire population of participants who attended the training programs of the Institution over the selected three years. The institution on an average trained 3000 participants every year from across the country in its 100 training programs per year. The questionnaire had three main parts – I. Personal details to build the profile of the pa rticipants; II. ‘Effectiveness of Program’ was studied with key questions on whether the objectives of rural development were met within the program. The participants were asked to rate the program content and design on the basic inputs of knowledge, skills and attitudes. III. ‘Professional relevance of training’ was evaluated with key questions asking how relevant the program content was for meeting the local needs and whether there was enough practical application which could be used for working or transferring the knowledge to functionaries further down the line. It also probed whether the learning could be shared with other colleagues in the organization and lastly whether the course had helped in the organizational performance. Merits and Demerits of Questionnaire Questionnaires in one form or another do appear in all kinds of research and surveys. Hence it is extremely vital that the questionnaire is framed with utmost care so that it measures the variable inexactly the way it has been designed for. Once the initial design has been properly framed, a pre _ test must be conducted to find out whether the questions mean the same thing to the trainer and the trainee if found inappropriate the questionnaire should be redesigned and a pilot survey should be conducted. If found appropriate. Full survey should be conducted and if found inappropriate the questionnaire should be redesigned again. The reliability and validity of the questionnaire should be properly evaluated before going in for full survey. In regard to collection of data. It may be observed, â€Å"As with any method of data collection it is vital to plan how the data is to be collected. However with this method, since it does not usually involve the design of some sort of formal survey instrument such as questionnaire. It is all too easy to leap straight in without a plan. This can lead to a considerable waste of time and without a plan. This can lead to a considerable waste of time and even worse the wrong data being collected-so the message is plan and design your desk research in the same way as you would any more formal survey. † Database: In the first instance, the database of 9000 participants was cleaned for missing names and incomplete addresses. The questionnaire was then posted to all the participants together with a stamped self-addressed envelope. Three reminders were also posted over a period of three months to the trainees who had not replied. Questionnaires were also posted to e-mail ids wherever available. The replies received were tabulated in the SPSS format and analyzed. BARRIERS TO EFFECTIVE TRAINING EVALUATION * Lewis and Thorn hill, (1994) state that evaluation results that do not reflect positive changes or positive results may be a function of an incorrect decision to conduct training. This decision may have been taken higher in the organization’s hierarchy. Companies fail to do training evaluations correctly and thus do not obtain valid business or performance results (Sims, 1993). * According to Mann (1996) the question of what to evaluate is crucial to the evaluation strategy. The failure of training programme evaluations can be attributed to inadequate planning or design, lack of objectivity, evaluation errors of one sort or another, improper interpretation of results and inappropriate use of results and lack of sponsorships and lack of budget (Abernathy, 1999;Goldstein, 1993; Sims, 1993). ISSUES OR DILEMMAS IN EVALUATING TRAINING PROGRAMS A. Perceptions and attitudes of learners about evaluation. For example, trainees seem to respond best to evaluation when: The instrument or technique is clear, sensible, agreed on (or expected), well-planned, and integrated in the training design; and they understand the purpose of evaluation and see it as part of the training process. B. Is learning measurable, Observable? Can we measure or â€Å"objectify† the important leanings? C. Is training cost effective? Example: Does it increase roductivity, reduce absenteeism, lower turnover? D. Confidentiality and other uses of evaluation Ethical uses? E. Who can really measure adult learning but the learner? F. Systems-level evaluation of programs: The pilot phase The model phase The institutionalization phase FOLLOW UP: A COMPONENT OF EVALUATION A. Evaluation of Training on the Job Behavioral change Results of application B. Help in Practical Applications External services such as coaching consultancy Help by superiors and colleagues C. Further Personal Development On-the-job Further training courses D. Liaison with Former Participants Personal contacts Associations Information and conferences Alumni peer mentor in. Assessing the costs and benefits of training To conduct a thorough evaluation of a training program, it is important to assess the costs and benefits associated with the program. This is difficult to do but may he important for showing top management the value of training for the organization. For example, in one case, the net return of a training program for bank supervisors was calculated to be $148,400 over a 5-years period. Generally, a utility model would be used to estimate the value of training (benefits minus costs). Some of the costs that should be measured for the training program include needs assessment costs, salaries of training designers, purchase of equipment (computers, video, handouts), program development costs, evaluation costs, trainers’ costs (e. g. , salaries, travel, lodging, meals), facilities rental, trainee wages during training, and other trainee costs (e. g. , travel, lodging, meals). It is important to compare the benefits of the training program with its costs. One benefit that should be estimated is the dollar payback associated with the improvement in trainees’ performance after receiving training. Since the results of the experimental design will indicate any differences in behavior between whose trained and those untrained, the HR professional can estimate for that particular group of employees (e. g. managers, engineers) what this difference is worth in terms of the salaries of those employees. Another factor that should be considered when estimating the benefits of training is the duration of the training’s impact-that is, the length of time during which the improved performance will be maintained. While probably no programmes will show benefits forever, those that do incur longer-term improved performance will have greater value to the organization. Conclusion The Evaluation of any training program has certain aims to fulfill. These are concerned with the determination of change in the organizational behavior and the change needed in the organizational structure. Hence evaluation of any training program must inform us whether the training program has been able to deliver the goals and objectives in terms of cost incurred and benefits achieved. The analysis of the information is the concluding part of any evaluation program. The analysis of data should be summarized and then compared with the data of other training programs similar nature. On the basis of these comparisons, problems and strength should be identified which would help the trainer in his future training programs.

Native American Relations with The United States Essay -- Exploratory

Native American Relations with The United States What were the significant treaties, policies, and events that defined US Government and Native American Relations? How did the Native American respond to these treaties, polices, and events historically? How did these treaties, policies, and events affect the subsistence, religion, political, and social structures of the Native American people? I will answer these questions through the examination of two centuries of US history in six time periods that define clear changes in the relationship between the Native American and the US Government. Formative period 1780 -1825 One of the critical tasks that faced the new nation of the United States was establishing a healthy relationship with the Native Americans (Indians). â€Å"The most serious obstacle to peaceful relations between the United States and the Indians was the steady encroachment of white settlers on the Indian lands. The Continental Congress, following [George] Washington’s suggestion, issued a proclamation prohibiting unauthorized settlement or purchase of Indian land.† (Prucha, 3) Many of the Indian tribes had entered into treaties with the French and British and still posed a military threat to the new nation. The new US Government was careful not to antagonize the Indians and sought to treat them with mutual respect. This is evidenced in early treaties where the term â€Å"Red Brothers† was used to convey this sentiment of equality. By 1800 interaction between the Indian and white settlers had become quite common through trade. Many Indians traded for household goods, traps and tools. The US became concerned about the cultural differences and sought to improve the Indian station in life by providi... ...ll as the opportunity like the Seminole to develop a culture rich in tradition and assimilation that fosters a self-reliant people. Sources Cited American Indian Research and Policy Institute, â€Å"Framework of tribal sovereignty†, URL: http://www.airpi/org/marge1.html, 1998 Bailey Thomas A., Kennedy David M, The American Pageant: A History of the Republic 10th ed , Lexington, Massachusetts, D.C. Heath and Company,1994. Brown, Dee, Bury My Heart At Wounded Knee: An Indian History of the American West, New York, Bantam Press,1970 Josephy, Alvin M, The American Heritage Book of Indians, New York, American Heritage Publishing Co,1961 Prucha, Francis Paul, Documents of United States Indian Policy, Lincoln, University of Nebraska Press,1990 Schlesinger, Arthur M, The Almanac of American History, New York,Brompton Books Corporation,1993

Is the film version of ‘Of Mice and Men’ inferior to the original novel Essay

‘Of Mice and Men’ was written in 1937 during the great depression, by John Steinbeck. Steinbeck was born in 1902 in California; some of his other novels are The Red Pony, Cup of Gold, To a God Unknown, In Dubious Battle, Canary Row, Sweet Thursday and various others. After months of ill health, John Steinbeck died of heart failure in December 1968 and is buried in Salinas, California. The film was directed by Gary Sinise, and runs for approximately 115 minutes and was made in the USA. Of Mice and Men is suitable for adaptation as the plot line is not too complicated and the scenes will be relatively easy to make, on the other hand there are several problems, a various amount of the scenes in the book cannot be adapted for the film, such as when Lennie hallucinates by the river. The opening sequence opens with George and Lennie’s escape from Weed, this is set in a big open field, with vibrant colours this will get the audiences attention as vibrant colours give the impression of danger. The camera starts of in a long shot, this is important as it shows the audience her ripped dress, then the camera zooms in to a close up to show the tears and fear on her face. The opening in the film is much more dramatic to the one of the novel, the director choose the include this section because it gives a contrast from George being in a combined place on the train, to having dramatic colours and wide open space, this makes the film more dramatic and exciting for the audience. In the novel Curley’s wife and Curley are never seen together, they are always looking for each other, the incident with Crooks is not included. In the film Curley’s wife does not have red mules, and is not heavily made up, she is wearing white and pink this gives her the look of femininity and innocence, which will give a different portrayal of the character to the novel. She is always seen in doorways, for example when she sees George, the camera uses a mid shot so the audience can see both their reactions, Curleys wife is looking outside like she is looking out for Curley, she is giving him no eye contact this shows us that she is not trying to lead him on. George is giving her eye contact, this might be making her feel nervous as she starts the fiddle with her dress. In the novel she is shown as being a dangerous, flirty character whereas in the film she is made to be totally different, the director has chosen to portray her sympathetically this is because this will enforce more of a reaction when she dies, this makes the audience feel sympathy for her. George and Lennie are presented with more sympathy in the film than the novel, the novel is less extreme. When Lennie has the fight with Curley the camera is in mid shot and Lennie is sitting down, this makes him look more vulnerable. The director uses a strong use of sound in the scenes of the fight, the punches are made to sound loud, this can make the audience relate to Lennie. A close up is then on Georges face to show his concern for Lennie, then a extreme close up of Lennie is used, this is very dramatic way of showing a characters emotions, the audience can see Lennie’s angry eyes and almost makes the audience feel scared as he has blood on his face when he is breaking Curley’s hand, this makes the film superior the reading the novel as the camera shots and sound can make more of an effect on the audience and makes Lennie and George more three dimensional, whereas the novel makes them seem more one dimensional. The beginning of the novel is very different as Steinbeck sets the scene in clear detail, he creates a peaceful atmosphere by using nature ‘the leaves lie so deep and so crisp that a lizard makes a great skittering if he runs among them’. Unlike the novel the film shows an exciting and tense atmosphere. At the beginning of the film the director chooses to show George on a train, this scene is not included in the book because it would only work in a film, the director uses a haunting shilling melody lingering in the background, the camera shot focuses on a lonely figure crouched in the corner. By using this scene at the beginning it grabs the audience’s attention and a spirited mood is set in the audience, he sets a stark contrast between that scene and the one that follows. This scene shows George sitting in the dark, which shows more about him than in the novel it shows that George is in the dark. The film relates to Steinbeck descriptive prose well, but some scenes could have been presented more like the book. In my opinion the film does do the film justice, but some characters could have been presented more like the characters in the book, for example Curley’s wife, she is presented to be a flirty and dangerous character in the book and presented as a feminine vulnerable character in the film. The scenes are set in different ways but are successful in giving the audience the same amount of emotion as in the novel. The scenes that are in the novel that are not included in the film are not important and they are replaced with scene of the same importance that are easier to make. Overall the film is a good adaptation of the novel.