My Passion free essay sample

Crisscross apple sauce upon the bed, elbows drawn to the knees, paper rests in lap, and a pen ever so gently pressed at my lips. My mind churns and processes different phrases, and tries to put the words together to create harmony. Suddenly it clicks, my pen hits the page and off I go again on a tangent. Once inspiration hits, nothing can stop me. With my pen in hand, my mind is my most powerful weapon; I am a force to be reckoned with. I am a girl on a mission to unleash bold, daring work. I discovered my gift for writing in fifth grade through poetry, but I rarely took up the rhyming style, I never favored it. That year I wrote a children’s book full of short poems modeled after Shel Silverstein’s book A Light in the Attic. A favorite topic of mine is nature. I feel that it is impossible to grasp and capture that sort of beauty but the challenge is worth it. We will write a custom essay sample on My Passion or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Quickly after that I moved on to song writing, like many songs of today, the main topic was love. Depending on my mood, I would jump back and forth from poem to song. In seventh grade I had to write a memoir for English. I had chosen something near and dear to my heart, my dog’s death. The emotional toll that memoir spoke with surprised me. Every time someone reads it they start to tear up. I never realized how much my writing could affect someone until that day. During portfolio night that year the comments I received warmed my heart and excited me as they first took notice of my hundred and then commented on how my memoir was their favorite piece. I have written some short stories since but I mainly stick to poetry and songs. When I hear of my work inspiring others, or being able to help them through a rough patch in their lives it puts a smile on my face. My most challenging long term writing piece is the book that I’m writing, Dangerous Dreams. Coming up with ideas for the book is not the difficult part it’s keeping up with it; that’s a challenge. I’ve been writing my book since seventh grade but with a full schedule there’re times that I have to put it down and set it aside for long periods of time. Over the summer I had a surge of energy, I became addicted to writing my book. When I wasn’t writing it I would be thinking about writing it or I would go into great detail on different character developments. I found myself thinking about another part of the book as I was writing an earlier chapter. Even my dreams were consumed by my book. I would wake up after having a dream of one of the characters wearing an outfit and I would immediately sketch it out so not to forget it. I read so much that I want to give back to the world of literature and be able to take people away to a different world to escape the one that they’re in now. I love the feel of a pen in my hand soaring across my paper. The way it lays so loose and free in my grasp. The feeling of freedom, power, individuality, is enveloped within a small tool that I have mastered. I constantly wish to enhance my ability to write I wish to challenge myself daily and look at things in ways myself and others haven’t before. I want to give back to people the way people gave to me. I wish to feed the minds and souls of people everywhere to inspire them to be the best that they can be and never give up. There is no better feeling in the world than to know that something you wrote inspired someone or gave them the strength to get up in the morning and move on with their lives. I can promise that no matter how bad things may be now, there is always going to be a better day around the corner, it‘s just a matter of getting there. The fresh smear of ink on my hands and a paper being filled with my ideas; that’s where I belong no amount of emotio ns can ever describe it better than that because it’s the simple truth.

Free Essays on Persusasive Speeches Are Bad Assignments

There is no logical reason to write a persuasive speech for an English class. Persuasive speeches definitely do not need to be a requirement for high school students. The definition of â€Å"persuade† in The Macquarie Dictionary is: To induce one to believe or do something; to argue into an opinion or procedure; to plead with, urge. I have always thought that someone who let his own opinion be changed by someone else is a person who lacks a strong will. I understand that some people have a certain talent for convincing other people, but I personally would not change my mind about a subject unless I was unsure about that subject in the first place. I became aware of one personal trait when writing this paper that is I do not really care about much. I have no intention of letting other people know about the few things that I do care about either. I found it pointless to try to write a persuasive speech about a subject for which I do not care. The only thing I could think to try to convince people to do was to refuse to write a persuasive speech ever again. I faced a kind of moral paradox with this, though. If I wrote a persuasive speech telling people not to write persuasive speeches, what kind of example would I be? I was convinced that I was not going to do this paper, but in a showing of my own lack of will. I realise that teachers would be angry about this somewhat counterproductive speech, but nevertheless students should refuse to write persuasive speeches unless their own will convinces them to do so. People of my age do not really have many reasons to complain. Most persuasive essays written by adolescents are fluff in the eyes of authority anyway. Sure, you could write a persuasive essay about plenty of subjects. For example, â€Å"Kids should be allowed to skateboard anywhere they want.† It's a perfectly fine essay for someone who really cares about it. The problem is that most of the authorities who would decide where... Free Essays on Persusasive Speeches Are Bad Assignments Free Essays on Persusasive Speeches Are Bad Assignments There is no logical reason to write a persuasive speech for an English class. Persuasive speeches definitely do not need to be a requirement for high school students. The definition of â€Å"persuade† in The Macquarie Dictionary is: To induce one to believe or do something; to argue into an opinion or procedure; to plead with, urge. I have always thought that someone who let his own opinion be changed by someone else is a person who lacks a strong will. I understand that some people have a certain talent for convincing other people, but I personally would not change my mind about a subject unless I was unsure about that subject in the first place. I became aware of one personal trait when writing this paper that is I do not really care about much. I have no intention of letting other people know about the few things that I do care about either. I found it pointless to try to write a persuasive speech about a subject for which I do not care. The only thing I could think to try to convince people to do was to refuse to write a persuasive speech ever again. I faced a kind of moral paradox with this, though. If I wrote a persuasive speech telling people not to write persuasive speeches, what kind of example would I be? I was convinced that I was not going to do this paper, but in a showing of my own lack of will. I realise that teachers would be angry about this somewhat counterproductive speech, but nevertheless students should refuse to write persuasive speeches unless their own will convinces them to do so. People of my age do not really have many reasons to complain. Most persuasive essays written by adolescents are fluff in the eyes of authority anyway. Sure, you could write a persuasive essay about plenty of subjects. For example, â€Å"Kids should be allowed to skateboard anywhere they want.† It's a perfectly fine essay for someone who really cares about it. The problem is that most of the authorities who would decide where...

UK Mobile Industry Essay Example | Topics and Well Written Essays - 3250 words

UK Mobile Industry - Essay Example In recent years however, the number of potential new customers have fallen drastically therefore customer base has become the most critical resource for mobile operators for sustained profitability. As the scope for acquiring first time users decreases, operators increasingly rely on luring customers who choose to switch networks while at the same time minimizing their own churn rates. The UK telecom market is one of the most dynamic and competitive market in the world. Mobile penetration rates hover around 76%, there are four players operating in the market vying for almost the entire UK population. The key players besides Orange are: Vodafone: The global telecom giant is the largest company in Britain, in terms of market capitalization. It poses strong competition for Orange, as its market share of 25% is marginally less than that of Orange. Recent developments at Vodafone Plc, like the tie up with Google for introducing search and mapping services on phones should be especially taken note of by Orange. One2One: One2One forayed into the UK market in '93.It has a substantial market presence, as 20% of the total mobile users are One2One users. In terms of network coverage, it has the lowest coverage among the four operators. A huge proportion of its subscribers are "pay as you go". Virgin: Although a separate service operator, Virgin uses the One2One network. It offers only "pay as you go" packages. Briefly, the characteristics of the UK telecom market are: 1. UK mobile services prices are relatively cheap compared to other OECD countries. 2. Consumer satisfaction levels with the key mobile players are high. 3. Competetion based on quality is another characteristic of the UK mobile market. 4. Penetration rate is 76% which indicates less scope for growth. Challenges faced by mobile operators in UK. 1. Formal regulation of the mobile sector is proposed to be reduced to minimum. 2. Consumer awareness of different packages and tariffs remains low. 3. Prices of "off net calls" between different networks and international roaming rates remain particularly high. 4. Full benefits of mobile number portability are yet to be realized, as the practice of locking handsets to SIM cards inhibits the consumer's ability to switch networks. 5. Massive investments in 3G services have been made but the prospect of return on investment remains uncertain. Orange The largest of UK's four mobile operators, Orange UK has been a success story. It has defended the top slot in one of the most dynamic marketplaces of Europe, despite being the fourth entrant. The main drivers have been-clear and comprehensive pricing policies, attractive service plans and excellent customer service.Also, Orange UK is one of the most recognized brands in England possessing a lot of leverage. Product Range and Service Portfolio In the voice services segment, two main types of services are available from Orange. "Pay as you go" is a scheme in which no monthly rental or obligation has to paid, customers are only billed for their call

The Business Relationship between Nathan and Frank Essay

The Business Relationship between Nathan and Frank - Essay Example Ethical codes seek to set standards of fair and reasonable behavior throughout the supply chain, or in the attitude towards the employee or customer. Application: Application of the law is complicated by reality, because as the case of Frank and Nathan shows, a business is by nature made up of many different individuals. Moral and economic values differ from person to person within a business situation. A business is a large organizational structure, and within this structure, there may be individuals who are inspired to behave unethically for any number of reasons—here, we are not given Frank’s reasons, but he is clearly going back on his word and breaking his promise about payment, which is unethical. He has his own reasons. Many of these reasons have to do with the goals of the individual. For example, if a person views monetary gain as their main purpose, they may be willing to put ethical issues aside in order to reach their goal with maximum efficiency, to reach their short term goals and gain advantage. They may not pay attention to the code of ethics at all, and I think this is something Frank did in the cas e. Conclusion: One potential obstacle to a strictly legal solution is that, despite the prevalence of scientific and then panoptic programs throughout the twentieth century, corruption has continued to be a strong force in the business landscape including restaurant supply and services. Part of this may be habitual: much of the graft that goes on in this environment is accepted as a sort of ritual that is basically harmless, or â€Å"honest graft.† Issue 1: Frank is certainly not showing appropriate management in his conduct towards a valued customer who is supposed to receive a discount. Then again, it could also be argued that Nathan was not being ethical either, because he did not double check, get a paper

Communication class Assignment Example | Topics and Well Written Essays - 500 words

Communication class - Assignment Example In the long run, such power produces dysfunctional behavior. The film The Lion King is replete with scenes that exhibit the use of coercive power. This is evident in the way Simba forcefully grabs the throne of Pride Lands and uses coercive power in his rule. Following the death of Musafa, Scar takes over the throne of Pride Lands. Under his leadership, he exhibits a high degree of coercive power. For instance, Zazu is confined to a bone cage singing while Scar lazily lies about chewing on bones ("Internet Movie Database").when Zazu complains of his predicament and mentions that he never experienced the same under Mufasa, Scar scolds him and reminds him that the law requires them never to mention Mufasa’s name. Meanwhile, as Shenzi, Banzai and Ed complain about scarcity of food and water as well as the refusal of lionesses to hunt, Scar solution to them is to eat Zulu. Thus, it is evident that coercive power results in an atmosphere of insecurity and fear. When Scar confronts and asks Sarabi why the lionesses had refused to hunt, Sarabi answers that the herds had opted to leave Pride Rock. She then compares him to Mufasa. This angers Scar, who cruelly hits Sarabi. This typifies the fact that coercive power reduces people’s satisfaction with their jobs and therefore leads to lack of commitment and general withdrawal. Another instance where coercive power is manifested in the movie is the scene of Simba’s arrives in the Pride Land to take his rightful throne. On his arrival, Simba confronts Scar, and demands that he steps down from the throne or fight. The use of the threat of violence clearly depicts the use of coercive power. Even so, Scar retreats back by prompting Simba to confess who was responsible for Mufasa’s death ("Internet Movie Database"). In this regard, Simba confessed that he was responsible for Mufasa’s death, though it was accidental. This prompts Mufasa to use coercive power so as to maintain the throne. Thus, he accuses

Soft Skills Importance in Organisations

Soft Skills Importance in Organisations 1 Introduction Background 1.1 Introduction Business concerns with people. Its about communication, coordination and relationship. Although business success is based upon logical acts and thoughts, the human element cannot be ignored (Armstrong, 2006). Thats why strong soft skills are vitally important. Organisations and businesses are established with one thing in mind that is to earn revenue for their stakeholders. Revenue is earned by selling products or providing services to its customers and clients. Businesses flourish because they have products or services to sell which their customers buy in return for profits. To compete or to survive in the competitive business environment, its critical for any organization to satisfy the customer needs. Service is often considered an important aspect of satisfaction of customer as well as a significant contribution. Customer satisfaction is an important aspect for business profitability (Armstrong, 2006). It is the satisfaction of the customers that keep them loyal and any good serv ice provided by the organisation help it to retain customers that in turn ends in high profitability. Increased competition and customer expectations have forced the companies to frequently provide good customer value and service. This has pressurised the businesses to focus more on customer satisfaction (Gerson, 1993). According to Phillips (1991), customer service is the base for a flourishing business and training is the services cornerstone. Quality product with just price attracts customers but it is not enough. Organisations came to realize that consumers decision to buy this product also depends upon the service or treatment that he/she has received. The importance of customer satisfaction is also a key element in service only industry. Thats why a strong emphasis has been put on soft skills and organisations lay a great importance for employees to acquire soft skills specially the ones who deal with customers. With the growing significance on quickly intensifying service sector; organisations recognized the soft skills importance and they are paying special attention to the softer side of their interaction with consumers. Training of employees especially in soft skills is vital for any organisation and it helps in overall employee improvement as well as development. The need and value for so ft skills development for employees has always been accepted by many organisations (Guirdham, 1999). Training also contributes towards development of employees and and plays an important role in their satisfaction. It helps to acquire new skills or polish the existing ones (Green, 2001). Organisational structures are influenced by customer oriented market and constantly changing environment that is leading the organisations to rely on soft skills training for employees. Organisation structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Culture is what makes an organisation unique and that differentiate it fr om other organizations. The stronger the culture is, the more effective the organization. Training equips organization with flexibility and durability required for growth and survival. Environmental pressures forces an organisation towards change. Training provides adaptability to change and answer to the challenge on how to adjust to change (Ulrich, 1998). Change and training is worthless if employees are not involved properly. Employees are regarded the most valued assets especially which are skilled in soft skills, as the nature of business changes. When organizational change occurs, major alteration and modifications in the policy of the management need to be reflected in the training theory. It is very essential for any organization to realize its environments dynamics and adjust to the changing requirements the internal or external environment (Bhattacharyya, 2007). Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. Leadership in todays environment is a tough business. Organi zational leaders face a number of significant challenges as their jobs and the world around them become increasingly complex (Murphy and Riggio, 2003). In business, a rapidly shifting economic environment, changing demands of customers and increasing market competition has become normal. To compete, business leaders must continuously increase their performance by any measure. Organisations should work to assure that people in the company work flexibly in the response to change. Trained employees will respond positively to the change and employees that are skilled with both hard and soft skills can work more effectively in achieving organisational overall objectives. Studies have found a relationship between organisations productivity and employee satisfaction and also between satisfaction of employees and customers (Allen and Wilburn,). Satisfied employees can generate satisfied customers. Valued and satisfied employees make more contributions to the organizations performance. They are more productive and work more effectively. If they are satisfied with their job and working conditions, they will serve the customer needs more carefully and efficiently. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience. Customer satisfaction measurement is about how customer perceives an organizations performance. Measuring customer satisfaction helps in finding out customer needs and determining customers problems. It also assists in improving product and quality of service that in turn leads to more satisfaction of customers. As with customer satisfaction measurement, training evaluation is equally important. Training evaluation is a way to gather information by which the organizations make decisions about training actions (Armstrong, 2008). Businesses apply evaluation of performance appraisal to calculate work performance and effectiveness of an employee, which can help in defining and developing training needs for the organisations. 1.2 Study Purpose The main idea of this dissertation is to investigate the soft skills importance for organisations working in the constantly changing customer oriented market. The significance of soft skills training for customer focused organisations was never felt before. Growing economical environment and customers high expectations forced the organizations to recognise the need of soft skills and soft skills training for employees (Muir, 2004). The other reasons for writing this research paper include examining companies relations with employees and consumers and its effect on satisfaction level of customers. The research focuses on employees soft skills development relating to changing nature of organisation culture. Effects of internal and external environmental factors on organisations functions and policies are also discussed. This paper also examined and argued on roles and responsibilities of HR professionals like HR managers for planning and developing HR strategies and policies. Aspects o f leadership are considered in details, like leading through change, motivating in employee relations and influencing during training and development. The writer has evaluated and related literature review with case-studies of Mobilezone Ltd and United Mobiles Ltd and concluded on the training and developing soft skills benefits and subsequent effects on employee and customer satisfaction. The research paper has analyzed critically on the training of soft skills and its impact on its staff and consumers. In the end the researcher has assessed customer satisfaction and evaluated training by use of research methodologies. The writer has tried to take several authors views on above mentioned subjects. Authors ideas and theories are not only mentioned but debated. The researcher provided point of view of different writers and counter arguments of some scholars on related. 1.3 Companys Overview The organisations selected for this dissertation are in the growing stages with different structures, cultures, and management and leadership styles. Their approaches towards customer satisfaction by training employees in soft skills differ from one another. Both companies are leading mobile phone sellers and service providers in Delhi region of India. The names of the companies are Mobilezone Ltd and United Mobiles Ltd. Both the companies are new to this field. They started their business and launched their operations with the growing demand for telecommunication sector in India. 1.3.1 Mobilezone Ltd Mobile Zone was established in 2002 with the vision of bringing top mobile brands, latest products, and to provide high quality services. It provides quality products of top mobile phone brands in India. Unlike its competitors, it planned its entry with a thorough and careful market research and its employees were well trained before the business actually started. In just 7 years of its existence, it gained a good market share and enjoys a commanding position in mobile phone market in Capital region. With main office in the heart of the city, it has presence in many other areas of Delhi through sales and service centres. Apart from providing services face to face it deals with customer problems and queries via call centre. It employees highly qualified and trained sales and service staff. There are total of 150 employees in the main office and service centres. 1.3.2 United Mobiles Ltd United Mobiles Ltd has also started their business in 2002 just a moth prior to its competitor. In contrast to its competitor, it was fairly new to this business and its staff had little experience in this business field. It also enjoys a market share in the area and earns good profits. Just like its competitors it has sales and service centres in different parts of the city. Its call centre is located in the main office. It employees around 100 staff at main office and service centres (excluding cleaning and maintenance jobs). 1.4 Selection of Topic Research was undertaken before deciding which topic area to select. After initial research on wide range of topics, discussions of ideas with colleagues and friends, browsing internet and libraries, exploring different dissertation of previous years and finally weighing opinions and careful thinking; the researcher narrowed down the topic and selected this specific research. The main motive for selecting the topic was that this covered a lot of subjects within, and extensive data material was available from different sources. The other reasons include the researchers own personal experience in the field and work experience in one of the companies; and the available ease for carrying out data collection research. 1.5 Project paper usefulness The research project can be useful for reference purposes for later projects and studies by the students. This research was conducted with the management help, so this study can also be useful for comparing companies results with its updated analysis. The companies can use it as a guideline to take improvement measures and modifications. The theory and research of this paper can also be of some assistance for companies and other researcher alike. 1.6 Aim and objectives Aim: To study and examine the importance of training soft skills in organisations in terms of customer satisfaction. Following are the research objectives: Examine and analyze the existing literature on employee training and development with specific focus on soft skills and customer satisfaction. Summarize the main subject matter of the findings and provide recommendations to the company on the conclusion. Determine the extent employees soft skills can be improved by training; and the degree of influence of skilled employees on the tendency of customers. Appreciate the contribution of internal and external factors towards skills training and development. Evaluate training and measure employee and customer satisfaction using available research methods. 1.7 Layout of research paper Chapter 1 is research paper introduction. The background and overview of the research undertaken, has been given by the writer. Research purpose, objectives, usefulness of the research paper, selection of topic and companys overview has been proposed. Chapter 2 encompasses the review of literature that includes the body of discussion. This section has further been divided into parts which are related and relevant. Research of soft skills, training and development, change, organisations structure and culture, HR professionals and leaders roles and responsibilities, employee relations and customer satisfaction; has been put forward and discussed and explained in details. This section has been critically analyzed, taking into account different perspectives. Different scholars and writers work has been taken into account, and comments and arguments were put forward by the researcher. Chapter 3 consists of review of methodology. Different research methods which could have been useful are discussed and weighed. Selection of appropriate methods and reasons for selection and rejection of research methods are presented in summary. Arguments and benefits for selected methods are also given. Sampling, tools of research, designs, models and other related techniques are also explained in this section. Chapter 4 comprises data analysis that the researcher collected and its significance in terms of reaching the explicit conclusions. Data gathered from interviews, questionnaires and other sources is analysed critically analysed. All the results are presented graphically. Comparison o results are also made in this section. Chapter 5 is summary, conclusions and recommendations. All the data in first 4 chapters has been summarised and concluded in this chapter, drawing together the threads of research project and the main things found out in data collection. Recommendations has been proposed after taking into consideration all the summarised research that gives detailed insight into the related research criteria. The researcher has also highlighted the areas the companies can focus in future to improve its business performance. 2 Literature Review: 2.1 Introduction: Organisations survive, grow and earn profits by meeting the needs and requirement of customers. To survive in the ever changing environment, it is critical for any organisation to satisfy the needs of the customers (Mullins, 2007). Consumers decision to buy this product also depends upon the service or treatment provided by the company. Thats why companies put a great emphasis on its employees training of skills as well as continuous development over the years; especially for the ones which provide service directly or interact with customers often. Organisations have started emphasising on soft skills importance for services and they are laying a great importance for employees to acquire soft skills. Training of employees in soft skills is vital for any organisation as it aid in employee development (Guirdham, 1999). Customer oriented market and changing environment has influence on the organization structure that leads to increased reliance on skills development. Organisation structures are necessary to support the effort of training managers and trainee employees (Armstrong, 2008). It also makes possible the effective performance of key training activities. Organisational structures are influenced by customer oriented market and constantly changing environment that is leading to more dependence on soft skills training for employees. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Change and training is worthless if employees are not involved properly (Armstrong, 2008). Employees are regarded the most valued assets especially which are skilled in soft skills, as the business nat ure organization itself changes. The role of managers and leaders are very important in development of employees. Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience (Bratton and Gold, 2001). Training is also evaluated to measure the employee work performance and effectiveness (Beardwell et al. 2007). 2.2. Training and Development Armsrtong (2008) defines employee development as a process to prepare organization employees for future responsibilities related to job. This may include training (formal or informal, mentoring, education, coaching etc. Training and development of employees is a HRM activity. HRM is concerned with personnel management and staff development in a company and is normally carried out by HR professionals e.g. HR managers (Armstrong, 2006). The nature of work HR carries out differs from one business to another and is effected by size and structure of the company. Talented pools of workers are always required by an organisation to compete successfully in todays highly competitive market (Bratton and Gold, 2001). Company can achieve and maintain this competitive advantage by regularly upgrading the workforce skills. Training and development is a never ending challenge that a company must address (Wilson, 2006). The development of employee skills is one of the most imperative tasks in which a n organisation can engage (Molander and Winterton, 2006). Effective training is paramount for survival and growth of a business. Training is not just about developing people but serving them to become more positive and capable in their jobs as well confident in their lives. The field of training is a fast growing sector of human life and has come of age as a profession. There are many motives for training and developing employees. It can be started for a variety of reasons for employees e.g. to facilitate an employee to be qualified for a planned change. It can be carried out as part of an employees professional development program or performance improvement (Rae, 1999). The training need has always been present in every walk of life and today the need is so much greater. There could be any reason but important are probably: the pace at which change is happening in every field of business life, and the employers attitude and the attitude of the individuals (Pont, 2003). Training is not only essential to create skilled force but also needed to maintain a high level of skills required by the constantly changing work environment and to equip employees to meet future demands (Stewart, 2996) (Pont, 2003). HR professionals do recognise training and development of an employee is a process that is ongoing but it speed up in case of organisational, cultural or environmental change. This training process involves continuous adjustment to adapt which is achieved from improved skills and increased knowledge (Beardwell et al 2007). The new working system demands completely new approach of thinking and extensive training in new skills (Beardwell and Claydon, 2007). The importance of training has long been recognized. The need for training is more prominent given todays business climate which affects the economy and society at large. The most simplistic definition of training is that it is an activity that changes peoples behaviour. Training is defined by Wilson (2006) as a planned process to modify employee knowledge, skill, attitude and behaviour through learning to gain performance. Employee is trained to make sure that organizations current or future needs are met. Training can equip employees to do their jobs, perform their tasks and handle complex products and services. In Bramleys (2003) words, training involves learning and educating employee to do something so that the things are done differently. He and (Wilson, 1999) further explains that training process is planned to facilitate education to help employees develop into more effective and efficient in performing their duties and completing their work. According to the CIPD, training is expected to equip workers to help them become strategically unique, in addition to the provision of skills, attitudes and knowledge required to attain operational efficiency. The foundation for training remains the traditional training process system. This involves: 1. identifying the needs for training and development of the company; 2. Planning training or devising a learning plan; 3. Carrying out or delivering training and 4. Assessing and evaluating outcomes/results. A training-need-analysis is the first step in identifying the types of programs that will further organisations goals, which helps to decide whether training is appropriate at all. The organisations have to assess why they need training. Is the current organisational deficiency that the training seeks to address really due to lack of skills and knowledge or some deeper problems? Frequently, organisations implement training program because a HR professional identifies an individual or business need (Smith and Mazin, 2004). Then plans are made on how to deliver the program and by which method. Although the terms training and development are often linked, these address slightly different needs. Training focuses on learning the necessary skills and acquiring the knowledge required to perform the job. Training deals with design and delivery of knowledge to improve organization performance. Development focuses on the preparation needed for future jobs; it should be considered investment in the work force since its benefits are long term (Buhler, 2002). Training inclined towards focusing on short term results. Development may inadequately focus on working environment. It is very important for the business to review its training to a broader scenario (Bryans and Smith, 2000). According to Armstrong (2006), people are learning and will continue to do so throughout their career, whether taught formally or as an experience. Mullins (2007) observed that people learn within the organisation and in everyday life situations. Competition, technological advances and organizational devel opment, all necessitate the creation of knowledge that leads to constant advancement. That directs oganizations to take more interest in employee development within evolving organization. Training is the main area of the HRM function of particular importance and relevant to the management effectiveness. There are not many scholars who argue in opposition to the importance of training as a foremost influence on the organization success. Leading writers have recognised the importance of training as fundamental for management (Bratton and Gold, 2003). Many believed that training employee development is a key factor of HRM within organization. Training as described by Keep (1989 cited by Wilkinson, 2006), is a litmus test against which managements characteristics practices can be measured. Other advantages of staffs training and development includes: increased employee morale, motivation and job satisfaction, increased efficiency and effectiveness, increased ability to adopt latest meth ods and technologies, enhanced company image, reduced employee turnover, risk management. The precise staff training at the right timing presents big payoffs for the employer in increased knowledge, productivity, contribution and loyalty (Web 3). Training let the organization to develop and promote its own business culture. It also permits organizations to become accustomed to changes in the working environment and can be used as a change agent (Wilkinson, 2006). Training can improve effectiveness of the organisation in fiercely competitive markets. Training assists in optimizing the development of human resource for employee to achieve the individual as well as organisational objectives (Benson, 2006). It increases the job skills and knowledge of employees and expands the horizons of their intellect and their personality. Training and development also aids in signifying the team spirit sense, team work and inter team relationship. It also helps the company to be effective in decisi on making and solving problem. It also assists in developing leadership skills, loyalty among employees, staff motivation, enhanced attitudes and other features that successful employees normally display (Armstrong, 2008) (Bratton and Gold, 2003) (Jenkins,2002) (Pont, 2003) (Price, 2007). Of course, the basic and main goal of a business is to enhance its value and to increase its stakeholders wealth. It requires effective and efficient use of limited resources available to the organization to achieve theses aims. Resource aavailability (human, physical and financial) are considered important inputs (Bacon Haque, 2008). HR scholars agree that an organisation is only as good as persons working in it but opinions vary on how it translates into practice. Many organisations not only consider training as n chance for employees to learn something but also as an investment that would produce results for business. It also takes money and time to train staff (Bacon Haque, 2008). With a supportive environment and a little encouragement and reinforcement, a business can accomplish the required result on a substantial investment in people. An organized approach is needed in evaluation of needs of training; otherwise organization may not be able to utilize valuable resources eff iciently (Armstrong, 2006). Training matters for a company because of the established links between productivity and skills. Organisations allocate resources for training because of fear of skills shortage. Some scholars like Kallenberg Moody (1994) recognize that investment in employee development result in higher returns in future. Employees are the essential and crucial resource. Its important for an organisation to optimize the employees contribution to the organisations goals and objectives in order to maintain effective performance. Adequate supply of technically and socially competent and proficient staff is only ensured by training and development. Training helps the staff to become capable for career advancement into specialist departments and management positions. Staff training can be on-the-job that is conducted at the trainees workplace, and off-the-job which is carried out away from employees work place (Mullins, 2007). Some employees are naturally gifted in talents w hile others work hard to gain but all can still benefit from learning new techniques. People usually receive a well to do on the job training in one form or another. Some people are good at finding their own paths and procuring the necessary resources and information, many persons learn best by following, observing and asking questions (Smith and Mazin, 2004). Training is not always the answer to problems related to performance. Some training analysts (Rosner, 1999 cited by Smith and Mazin, 2004) believed that training could be a good investment or could be a waste of resources. It is in fact a waste of resources when the desired behaviour does not occur. Thats why training and development doesnt succeed all the time to achieve desired results and in obtaining aims and objectives of the organisation. There can be many causes for the failure but most common are (Web 6): Training is often put into practice for the wrong reasons and seldom aligns to a business measure. If training program does not support the business goals then no improvement can be recorded. Training is thought to be a solution for a range of performance problems when training may not be concern at all. It also fails because it does not succeed to give direction and focus. Sometimes the solution proves too expensive for the desired outcomes. Individuals behaviour towards t raining also plays an important part; e.g. when training is believed just as an event than as enhancement of skills and abilities of the employees, it fails to generate business results. Other important reason for failure is lack of management support (Mullins, 2007). Employees will hardly ever implement new skills and knowledge without it in the workplace. Failure to include and credit other influences and processes apart from training that may have influenced the business outcomes may also be a good reason of failure. Some businesses invest little in training because they dont have enough funds. Other reason is the fear that individuals will leave and move to other companies at some later stage. Few organisations consider recruitment process sufficient and rely on the natural skills of employees rather than training (Harrison, 2005). It is HR managers role and responsibility to develop and implement training strategies and policies. He/she is also involved in people management activities like developing organization, recruitment and selection, talent management, learning and development, human resource planning, knowledge management, reward management, etc (Hyde et al. 2009). Depending on the business nature and size of the company, the HR managers not just have responsibility of training and developing employees but for performance management as well.Training processes take place in the context of internal and the external environment of the organization. Human Resource Managers need to realize the training and developments nature and process to be able to facilitate learning and development within the organisation (Watson, 2006). While providing training, the managers need to recognize the importance and effects organization structure and design because these describe tasks and responsibilities, roles and rela tionships, work and channels of communication (Mullins, 2007). Structure is clearly important for any organization, whatever its size. The aspects that determine how the company functions in relation to its eternal and external environment are its structure and the processes that operate within it. Structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities (Hyde et al. 2009). Human Resource Development (HRD) is a name which signifies the newest evolutionary phase in the long custom of training, educating and developing employees. It focuses on the principle of contributing to the success of individual, organisational and societal objectives. According to McLagan (1989 cited in Wilson, 2005) it is the incorporated use of training, career development and development of a company to improve organisational and individual value. HRD gives the business benefits assisting the ability to increase revenue. Companies need to develop a learning culture that responds quickly to the ever changing environment. HRD policies can help the organisation to obtain this objective (Nixon, 2004). 2.3. Soft Skills There are two versions of HRM as explained by Storey (1992). He made the distinction between the soft and hard HRM approaches and describes that although both approaches to HRM emphasise on employees and consider them important for achieving competitive edge that has to be attained, developed and organized in ways that benefits the business. Soft version further focuses on communication, leadership and motivation and lays emphasis on peoples skills, commitment, adaptability and performance (Armstrong, 2006). Organisations that have a mixture of both approaches tend to endure and grow in the competitive business environment. Many schol Soft Skills Importance in Organisations Soft Skills Importance in Organisations 1 Introduction Background 1.1 Introduction Business concerns with people. Its about communication, coordination and relationship. Although business success is based upon logical acts and thoughts, the human element cannot be ignored (Armstrong, 2006). Thats why strong soft skills are vitally important. Organisations and businesses are established with one thing in mind that is to earn revenue for their stakeholders. Revenue is earned by selling products or providing services to its customers and clients. Businesses flourish because they have products or services to sell which their customers buy in return for profits. To compete or to survive in the competitive business environment, its critical for any organization to satisfy the customer needs. Service is often considered an important aspect of satisfaction of customer as well as a significant contribution. Customer satisfaction is an important aspect for business profitability (Armstrong, 2006). It is the satisfaction of the customers that keep them loyal and any good serv ice provided by the organisation help it to retain customers that in turn ends in high profitability. Increased competition and customer expectations have forced the companies to frequently provide good customer value and service. This has pressurised the businesses to focus more on customer satisfaction (Gerson, 1993). According to Phillips (1991), customer service is the base for a flourishing business and training is the services cornerstone. Quality product with just price attracts customers but it is not enough. Organisations came to realize that consumers decision to buy this product also depends upon the service or treatment that he/she has received. The importance of customer satisfaction is also a key element in service only industry. Thats why a strong emphasis has been put on soft skills and organisations lay a great importance for employees to acquire soft skills specially the ones who deal with customers. With the growing significance on quickly intensifying service sector; organisations recognized the soft skills importance and they are paying special attention to the softer side of their interaction with consumers. Training of employees especially in soft skills is vital for any organisation and it helps in overall employee improvement as well as development. The need and value for so ft skills development for employees has always been accepted by many organisations (Guirdham, 1999). Training also contributes towards development of employees and and plays an important role in their satisfaction. It helps to acquire new skills or polish the existing ones (Green, 2001). Organisational structures are influenced by customer oriented market and constantly changing environment that is leading the organisations to rely on soft skills training for employees. Organisation structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Culture is what makes an organisation unique and that differentiate it fr om other organizations. The stronger the culture is, the more effective the organization. Training equips organization with flexibility and durability required for growth and survival. Environmental pressures forces an organisation towards change. Training provides adaptability to change and answer to the challenge on how to adjust to change (Ulrich, 1998). Change and training is worthless if employees are not involved properly. Employees are regarded the most valued assets especially which are skilled in soft skills, as the nature of business changes. When organizational change occurs, major alteration and modifications in the policy of the management need to be reflected in the training theory. It is very essential for any organization to realize its environments dynamics and adjust to the changing requirements the internal or external environment (Bhattacharyya, 2007). Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. Leadership in todays environment is a tough business. Organi zational leaders face a number of significant challenges as their jobs and the world around them become increasingly complex (Murphy and Riggio, 2003). In business, a rapidly shifting economic environment, changing demands of customers and increasing market competition has become normal. To compete, business leaders must continuously increase their performance by any measure. Organisations should work to assure that people in the company work flexibly in the response to change. Trained employees will respond positively to the change and employees that are skilled with both hard and soft skills can work more effectively in achieving organisational overall objectives. Studies have found a relationship between organisations productivity and employee satisfaction and also between satisfaction of employees and customers (Allen and Wilburn,). Satisfied employees can generate satisfied customers. Valued and satisfied employees make more contributions to the organizations performance. They are more productive and work more effectively. If they are satisfied with their job and working conditions, they will serve the customer needs more carefully and efficiently. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience. Customer satisfaction measurement is about how customer perceives an organizations performance. Measuring customer satisfaction helps in finding out customer needs and determining customers problems. It also assists in improving product and quality of service that in turn leads to more satisfaction of customers. As with customer satisfaction measurement, training evaluation is equally important. Training evaluation is a way to gather information by which the organizations make decisions about training actions (Armstrong, 2008). Businesses apply evaluation of performance appraisal to calculate work performance and effectiveness of an employee, which can help in defining and developing training needs for the organisations. 1.2 Study Purpose The main idea of this dissertation is to investigate the soft skills importance for organisations working in the constantly changing customer oriented market. The significance of soft skills training for customer focused organisations was never felt before. Growing economical environment and customers high expectations forced the organizations to recognise the need of soft skills and soft skills training for employees (Muir, 2004). The other reasons for writing this research paper include examining companies relations with employees and consumers and its effect on satisfaction level of customers. The research focuses on employees soft skills development relating to changing nature of organisation culture. Effects of internal and external environmental factors on organisations functions and policies are also discussed. This paper also examined and argued on roles and responsibilities of HR professionals like HR managers for planning and developing HR strategies and policies. Aspects o f leadership are considered in details, like leading through change, motivating in employee relations and influencing during training and development. The writer has evaluated and related literature review with case-studies of Mobilezone Ltd and United Mobiles Ltd and concluded on the training and developing soft skills benefits and subsequent effects on employee and customer satisfaction. The research paper has analyzed critically on the training of soft skills and its impact on its staff and consumers. In the end the researcher has assessed customer satisfaction and evaluated training by use of research methodologies. The writer has tried to take several authors views on above mentioned subjects. Authors ideas and theories are not only mentioned but debated. The researcher provided point of view of different writers and counter arguments of some scholars on related. 1.3 Companys Overview The organisations selected for this dissertation are in the growing stages with different structures, cultures, and management and leadership styles. Their approaches towards customer satisfaction by training employees in soft skills differ from one another. Both companies are leading mobile phone sellers and service providers in Delhi region of India. The names of the companies are Mobilezone Ltd and United Mobiles Ltd. Both the companies are new to this field. They started their business and launched their operations with the growing demand for telecommunication sector in India. 1.3.1 Mobilezone Ltd Mobile Zone was established in 2002 with the vision of bringing top mobile brands, latest products, and to provide high quality services. It provides quality products of top mobile phone brands in India. Unlike its competitors, it planned its entry with a thorough and careful market research and its employees were well trained before the business actually started. In just 7 years of its existence, it gained a good market share and enjoys a commanding position in mobile phone market in Capital region. With main office in the heart of the city, it has presence in many other areas of Delhi through sales and service centres. Apart from providing services face to face it deals with customer problems and queries via call centre. It employees highly qualified and trained sales and service staff. There are total of 150 employees in the main office and service centres. 1.3.2 United Mobiles Ltd United Mobiles Ltd has also started their business in 2002 just a moth prior to its competitor. In contrast to its competitor, it was fairly new to this business and its staff had little experience in this business field. It also enjoys a market share in the area and earns good profits. Just like its competitors it has sales and service centres in different parts of the city. Its call centre is located in the main office. It employees around 100 staff at main office and service centres (excluding cleaning and maintenance jobs). 1.4 Selection of Topic Research was undertaken before deciding which topic area to select. After initial research on wide range of topics, discussions of ideas with colleagues and friends, browsing internet and libraries, exploring different dissertation of previous years and finally weighing opinions and careful thinking; the researcher narrowed down the topic and selected this specific research. The main motive for selecting the topic was that this covered a lot of subjects within, and extensive data material was available from different sources. The other reasons include the researchers own personal experience in the field and work experience in one of the companies; and the available ease for carrying out data collection research. 1.5 Project paper usefulness The research project can be useful for reference purposes for later projects and studies by the students. This research was conducted with the management help, so this study can also be useful for comparing companies results with its updated analysis. The companies can use it as a guideline to take improvement measures and modifications. The theory and research of this paper can also be of some assistance for companies and other researcher alike. 1.6 Aim and objectives Aim: To study and examine the importance of training soft skills in organisations in terms of customer satisfaction. Following are the research objectives: Examine and analyze the existing literature on employee training and development with specific focus on soft skills and customer satisfaction. Summarize the main subject matter of the findings and provide recommendations to the company on the conclusion. Determine the extent employees soft skills can be improved by training; and the degree of influence of skilled employees on the tendency of customers. Appreciate the contribution of internal and external factors towards skills training and development. Evaluate training and measure employee and customer satisfaction using available research methods. 1.7 Layout of research paper Chapter 1 is research paper introduction. The background and overview of the research undertaken, has been given by the writer. Research purpose, objectives, usefulness of the research paper, selection of topic and companys overview has been proposed. Chapter 2 encompasses the review of literature that includes the body of discussion. This section has further been divided into parts which are related and relevant. Research of soft skills, training and development, change, organisations structure and culture, HR professionals and leaders roles and responsibilities, employee relations and customer satisfaction; has been put forward and discussed and explained in details. This section has been critically analyzed, taking into account different perspectives. Different scholars and writers work has been taken into account, and comments and arguments were put forward by the researcher. Chapter 3 consists of review of methodology. Different research methods which could have been useful are discussed and weighed. Selection of appropriate methods and reasons for selection and rejection of research methods are presented in summary. Arguments and benefits for selected methods are also given. Sampling, tools of research, designs, models and other related techniques are also explained in this section. Chapter 4 comprises data analysis that the researcher collected and its significance in terms of reaching the explicit conclusions. Data gathered from interviews, questionnaires and other sources is analysed critically analysed. All the results are presented graphically. Comparison o results are also made in this section. Chapter 5 is summary, conclusions and recommendations. All the data in first 4 chapters has been summarised and concluded in this chapter, drawing together the threads of research project and the main things found out in data collection. Recommendations has been proposed after taking into consideration all the summarised research that gives detailed insight into the related research criteria. The researcher has also highlighted the areas the companies can focus in future to improve its business performance. 2 Literature Review: 2.1 Introduction: Organisations survive, grow and earn profits by meeting the needs and requirement of customers. To survive in the ever changing environment, it is critical for any organisation to satisfy the needs of the customers (Mullins, 2007). Consumers decision to buy this product also depends upon the service or treatment provided by the company. Thats why companies put a great emphasis on its employees training of skills as well as continuous development over the years; especially for the ones which provide service directly or interact with customers often. Organisations have started emphasising on soft skills importance for services and they are laying a great importance for employees to acquire soft skills. Training of employees in soft skills is vital for any organisation as it aid in employee development (Guirdham, 1999). Customer oriented market and changing environment has influence on the organization structure that leads to increased reliance on skills development. Organisation structures are necessary to support the effort of training managers and trainee employees (Armstrong, 2008). It also makes possible the effective performance of key training activities. Organisational structures are influenced by customer oriented market and constantly changing environment that is leading to more dependence on soft skills training for employees. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Change and training is worthless if employees are not involved properly (Armstrong, 2008). Employees are regarded the most valued assets especially which are skilled in soft skills, as the business nat ure organization itself changes. The role of managers and leaders are very important in development of employees. Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience (Bratton and Gold, 2001). Training is also evaluated to measure the employee work performance and effectiveness (Beardwell et al. 2007). 2.2. Training and Development Armsrtong (2008) defines employee development as a process to prepare organization employees for future responsibilities related to job. This may include training (formal or informal, mentoring, education, coaching etc. Training and development of employees is a HRM activity. HRM is concerned with personnel management and staff development in a company and is normally carried out by HR professionals e.g. HR managers (Armstrong, 2006). The nature of work HR carries out differs from one business to another and is effected by size and structure of the company. Talented pools of workers are always required by an organisation to compete successfully in todays highly competitive market (Bratton and Gold, 2001). Company can achieve and maintain this competitive advantage by regularly upgrading the workforce skills. Training and development is a never ending challenge that a company must address (Wilson, 2006). The development of employee skills is one of the most imperative tasks in which a n organisation can engage (Molander and Winterton, 2006). Effective training is paramount for survival and growth of a business. Training is not just about developing people but serving them to become more positive and capable in their jobs as well confident in their lives. The field of training is a fast growing sector of human life and has come of age as a profession. There are many motives for training and developing employees. It can be started for a variety of reasons for employees e.g. to facilitate an employee to be qualified for a planned change. It can be carried out as part of an employees professional development program or performance improvement (Rae, 1999). The training need has always been present in every walk of life and today the need is so much greater. There could be any reason but important are probably: the pace at which change is happening in every field of business life, and the employers attitude and the attitude of the individuals (Pont, 2003). Training is not only essential to create skilled force but also needed to maintain a high level of skills required by the constantly changing work environment and to equip employees to meet future demands (Stewart, 2996) (Pont, 2003). HR professionals do recognise training and development of an employee is a process that is ongoing but it speed up in case of organisational, cultural or environmental change. This training process involves continuous adjustment to adapt which is achieved from improved skills and increased knowledge (Beardwell et al 2007). The new working system demands completely new approach of thinking and extensive training in new skills (Beardwell and Claydon, 2007). The importance of training has long been recognized. The need for training is more prominent given todays business climate which affects the economy and society at large. The most simplistic definition of training is that it is an activity that changes peoples behaviour. Training is defined by Wilson (2006) as a planned process to modify employee knowledge, skill, attitude and behaviour through learning to gain performance. Employee is trained to make sure that organizations current or future needs are met. Training can equip employees to do their jobs, perform their tasks and handle complex products and services. In Bramleys (2003) words, training involves learning and educating employee to do something so that the things are done differently. He and (Wilson, 1999) further explains that training process is planned to facilitate education to help employees develop into more effective and efficient in performing their duties and completing their work. According to the CIPD, training is expected to equip workers to help them become strategically unique, in addition to the provision of skills, attitudes and knowledge required to attain operational efficiency. The foundation for training remains the traditional training process system. This involves: 1. identifying the needs for training and development of the company; 2. Planning training or devising a learning plan; 3. Carrying out or delivering training and 4. Assessing and evaluating outcomes/results. A training-need-analysis is the first step in identifying the types of programs that will further organisations goals, which helps to decide whether training is appropriate at all. The organisations have to assess why they need training. Is the current organisational deficiency that the training seeks to address really due to lack of skills and knowledge or some deeper problems? Frequently, organisations implement training program because a HR professional identifies an individual or business need (Smith and Mazin, 2004). Then plans are made on how to deliver the program and by which method. Although the terms training and development are often linked, these address slightly different needs. Training focuses on learning the necessary skills and acquiring the knowledge required to perform the job. Training deals with design and delivery of knowledge to improve organization performance. Development focuses on the preparation needed for future jobs; it should be considered investment in the work force since its benefits are long term (Buhler, 2002). Training inclined towards focusing on short term results. Development may inadequately focus on working environment. It is very important for the business to review its training to a broader scenario (Bryans and Smith, 2000). According to Armstrong (2006), people are learning and will continue to do so throughout their career, whether taught formally or as an experience. Mullins (2007) observed that people learn within the organisation and in everyday life situations. Competition, technological advances and organizational devel opment, all necessitate the creation of knowledge that leads to constant advancement. That directs oganizations to take more interest in employee development within evolving organization. Training is the main area of the HRM function of particular importance and relevant to the management effectiveness. There are not many scholars who argue in opposition to the importance of training as a foremost influence on the organization success. Leading writers have recognised the importance of training as fundamental for management (Bratton and Gold, 2003). Many believed that training employee development is a key factor of HRM within organization. Training as described by Keep (1989 cited by Wilkinson, 2006), is a litmus test against which managements characteristics practices can be measured. Other advantages of staffs training and development includes: increased employee morale, motivation and job satisfaction, increased efficiency and effectiveness, increased ability to adopt latest meth ods and technologies, enhanced company image, reduced employee turnover, risk management. The precise staff training at the right timing presents big payoffs for the employer in increased knowledge, productivity, contribution and loyalty (Web 3). Training let the organization to develop and promote its own business culture. It also permits organizations to become accustomed to changes in the working environment and can be used as a change agent (Wilkinson, 2006). Training can improve effectiveness of the organisation in fiercely competitive markets. Training assists in optimizing the development of human resource for employee to achieve the individual as well as organisational objectives (Benson, 2006). It increases the job skills and knowledge of employees and expands the horizons of their intellect and their personality. Training and development also aids in signifying the team spirit sense, team work and inter team relationship. It also helps the company to be effective in decisi on making and solving problem. It also assists in developing leadership skills, loyalty among employees, staff motivation, enhanced attitudes and other features that successful employees normally display (Armstrong, 2008) (Bratton and Gold, 2003) (Jenkins,2002) (Pont, 2003) (Price, 2007). Of course, the basic and main goal of a business is to enhance its value and to increase its stakeholders wealth. It requires effective and efficient use of limited resources available to the organization to achieve theses aims. Resource aavailability (human, physical and financial) are considered important inputs (Bacon Haque, 2008). HR scholars agree that an organisation is only as good as persons working in it but opinions vary on how it translates into practice. Many organisations not only consider training as n chance for employees to learn something but also as an investment that would produce results for business. It also takes money and time to train staff (Bacon Haque, 2008). With a supportive environment and a little encouragement and reinforcement, a business can accomplish the required result on a substantial investment in people. An organized approach is needed in evaluation of needs of training; otherwise organization may not be able to utilize valuable resources eff iciently (Armstrong, 2006). Training matters for a company because of the established links between productivity and skills. Organisations allocate resources for training because of fear of skills shortage. Some scholars like Kallenberg Moody (1994) recognize that investment in employee development result in higher returns in future. Employees are the essential and crucial resource. Its important for an organisation to optimize the employees contribution to the organisations goals and objectives in order to maintain effective performance. Adequate supply of technically and socially competent and proficient staff is only ensured by training and development. Training helps the staff to become capable for career advancement into specialist departments and management positions. Staff training can be on-the-job that is conducted at the trainees workplace, and off-the-job which is carried out away from employees work place (Mullins, 2007). Some employees are naturally gifted in talents w hile others work hard to gain but all can still benefit from learning new techniques. People usually receive a well to do on the job training in one form or another. Some people are good at finding their own paths and procuring the necessary resources and information, many persons learn best by following, observing and asking questions (Smith and Mazin, 2004). Training is not always the answer to problems related to performance. Some training analysts (Rosner, 1999 cited by Smith and Mazin, 2004) believed that training could be a good investment or could be a waste of resources. It is in fact a waste of resources when the desired behaviour does not occur. Thats why training and development doesnt succeed all the time to achieve desired results and in obtaining aims and objectives of the organisation. There can be many causes for the failure but most common are (Web 6): Training is often put into practice for the wrong reasons and seldom aligns to a business measure. If training program does not support the business goals then no improvement can be recorded. Training is thought to be a solution for a range of performance problems when training may not be concern at all. It also fails because it does not succeed to give direction and focus. Sometimes the solution proves too expensive for the desired outcomes. Individuals behaviour towards t raining also plays an important part; e.g. when training is believed just as an event than as enhancement of skills and abilities of the employees, it fails to generate business results. Other important reason for failure is lack of management support (Mullins, 2007). Employees will hardly ever implement new skills and knowledge without it in the workplace. Failure to include and credit other influences and processes apart from training that may have influenced the business outcomes may also be a good reason of failure. Some businesses invest little in training because they dont have enough funds. Other reason is the fear that individuals will leave and move to other companies at some later stage. Few organisations consider recruitment process sufficient and rely on the natural skills of employees rather than training (Harrison, 2005). It is HR managers role and responsibility to develop and implement training strategies and policies. He/she is also involved in people management activities like developing organization, recruitment and selection, talent management, learning and development, human resource planning, knowledge management, reward management, etc (Hyde et al. 2009). Depending on the business nature and size of the company, the HR managers not just have responsibility of training and developing employees but for performance management as well.Training processes take place in the context of internal and the external environment of the organization. Human Resource Managers need to realize the training and developments nature and process to be able to facilitate learning and development within the organisation (Watson, 2006). While providing training, the managers need to recognize the importance and effects organization structure and design because these describe tasks and responsibilities, roles and rela tionships, work and channels of communication (Mullins, 2007). Structure is clearly important for any organization, whatever its size. The aspects that determine how the company functions in relation to its eternal and external environment are its structure and the processes that operate within it. Structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities (Hyde et al. 2009). Human Resource Development (HRD) is a name which signifies the newest evolutionary phase in the long custom of training, educating and developing employees. It focuses on the principle of contributing to the success of individual, organisational and societal objectives. According to McLagan (1989 cited in Wilson, 2005) it is the incorporated use of training, career development and development of a company to improve organisational and individual value. HRD gives the business benefits assisting the ability to increase revenue. Companies need to develop a learning culture that responds quickly to the ever changing environment. HRD policies can help the organisation to obtain this objective (Nixon, 2004). 2.3. Soft Skills There are two versions of HRM as explained by Storey (1992). He made the distinction between the soft and hard HRM approaches and describes that although both approaches to HRM emphasise on employees and consider them important for achieving competitive edge that has to be attained, developed and organized in ways that benefits the business. Soft version further focuses on communication, leadership and motivation and lays emphasis on peoples skills, commitment, adaptability and performance (Armstrong, 2006). Organisations that have a mixture of both approaches tend to endure and grow in the competitive business environment. Many schol

Plastic Not Paper -- essays research papers

Plastic Not Paper Walking through the grocery store I always try to look for the best buy. I always buy what's on sale, I guess you could say I'm cheep. Then I get to the check out lane, preferably the one with fewer people. I empty my wallet and pay. Then I wait. I think it's going to happen but I am not sure. Then it does, the baggier says, "Would you like paper or plastic?" I look that person right in the eye and I tell him, "I want the one that's better for the environment, I want the one that will help prevent pollution, I want the one that cost less, I want plastic." Plastic bags save money, they conserve energy, they are practical and they are better for the environment. That's why plastic bags are the best choice at the check out line. Of course your wondering how plastic bags save money, well just think 2,000 paper bags stacked on each other reaches a height of about 7.25 inches, while paper reaches a soaring height of 7.5 feet. This means it takes seven trucks to deliver the same amount of paper as one plastic delivering truck. Talk about a big waste of gas. Plastic bags cost about  ¼ of a cent to make, while paper cost close to 3 cents. This is money we save as well as the store owner. This is a lot of money that is going to waste considering that plastic bags are so much more practical then paper. You can use them for lots of other things. You can take on trips to the grocery store, your can protect dry clothing ...

Bridging Academic and Career Competencies Essay

The university learning goals are essential skills that hiring managers look for when reviewing applications. Knowing how to incorporate the learning goals into your career competencies can help you in the application and career-search process. Fill in the following table with 100-word summaries of how each university learning goal can help you with career preparedness. University learning goal How each goal prepares you for success in the workplace Professional Competence and Values Professional Competence and Values prepares me for success in the workplace by giving me the classes that I need to be successful in a future career and my personal life. The university providing these courses, which give the skills and knowledge necessary to be successful, is helpful to me since I am not being put into classes that I have nothing to do with my career field. This goal also encourages lifelong learning, which encourages me to take more classes once I graduate from my current program and strive to learn more when I enter my career field post-graduation. Critical Thinking and Problem Solving Critical thinking and Problem Solving prepares me for success in the workplace by giving me the skills to be better with how I think about and address problems. While in the workplace, this will help me and has helped me so far to take my thoughts from just a yes or no answer, to answers that I have reflected on more. This goal will also help give me the skills to come up with a more reasoned and detailed solution when solving a problem. With that knowledge, I can explain to my employer the solution I chose for a problem and why I chose it. Communication Communication helps me prepare for success in the workplace by giving me the knowledge I need to be a better formal communicator. Learning how to better use grammar, punctuation, and tone in how I write will help when I need to  send memos to colleagues in my career field. Having that information will help me better communicate to them professionally, and not how I would talk to my friends on a daily basis. Communication will also help with how I present my ideas to others, so that they are easy to understand and respectful of colleagues both in the tone and words that I use. Information Utilization Information Utilization helps me prepare for success in the workplace by helping me to improve my research skills and how I use the information that I find. Having classes where I have to locate answers using the research skills that I already have, causes me to better refine what I am already doing so that when I enter a career field, I will not need assistance if I am looking for information that I may need. This goal also will help me to use the proper information, so that whatever I am working on can be right the first time and negate the need to have to go back and research again. Collaboration Collaboration helps me prepare for success in the workplace by allowing me to work in groups with other students on projects. Collaborating will give the ability to hear and see things from multiple points of view that I do not possess, something that will help me when I get to a career. Collaboration will help me with the ability to trust team members, and not be quick to judge or try to do things on my own, as in my chosen career field, that is not something I will be able to do, and will have to work with others on solutions.

Free Essays on Mentally Ill Discrimination

In forty-seven out of the fifty great states in the US, there are laws that specifically set out to protect the mentally ill from discrimination in the workplace (Steckner 1). The problem is that Arizona does not classify a mental illness as an actual disability. The lack of sufficient laws has allowed corporations to unfairly discriminate against or terminate employees with mental impairments and leaves the employee without a real court case. If the current laws were sufficient, they would protect the mentally ill from job discrimination, provide on the job accommodations to make working easier, and in case of on-the-job discrimination, provide help in any lawsuit. In Arizona, any discrimination suit brought against an employer for a mental disability can not be prosecuted through the attorney general. They must go through the federal court system, which is often a much longer process that is much more expensive, and overall, inconvenient. Many bills have been introduced, hoping to change the laws, but they have been killed every time. Under the new proposed law, the term â€Å"mental impairment† will be added to the current disability law, covering mental illness as a disability. Also, under this law, the impaired would be afforded some reasonable job accommodations. According to the ADA, a â€Å"reasonable accommodation is a modification or an adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions† (ADA 2). Employment is an important part of recovery and treatment for people with severe mental illnesses (NAMI 1-2). The problem with that is they are being discriminated against and without new laws to protect them, the discrimination will continue. Business owners are among those who are greatly opposed to the suggested laws. They are afraid of the idea of going to court and having to... Free Essays on Mentally Ill Discrimination Free Essays on Mentally Ill Discrimination In forty-seven out of the fifty great states in the US, there are laws that specifically set out to protect the mentally ill from discrimination in the workplace (Steckner 1). The problem is that Arizona does not classify a mental illness as an actual disability. The lack of sufficient laws has allowed corporations to unfairly discriminate against or terminate employees with mental impairments and leaves the employee without a real court case. If the current laws were sufficient, they would protect the mentally ill from job discrimination, provide on the job accommodations to make working easier, and in case of on-the-job discrimination, provide help in any lawsuit. In Arizona, any discrimination suit brought against an employer for a mental disability can not be prosecuted through the attorney general. They must go through the federal court system, which is often a much longer process that is much more expensive, and overall, inconvenient. Many bills have been introduced, hoping to change the laws, but they have been killed every time. Under the new proposed law, the term â€Å"mental impairment† will be added to the current disability law, covering mental illness as a disability. Also, under this law, the impaired would be afforded some reasonable job accommodations. According to the ADA, a â€Å"reasonable accommodation is a modification or an adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions† (ADA 2). Employment is an important part of recovery and treatment for people with severe mental illnesses (NAMI 1-2). The problem with that is they are being discriminated against and without new laws to protect them, the discrimination will continue. Business owners are among those who are greatly opposed to the suggested laws. They are afraid of the idea of going to court and having to...

little big man essays

little big man essays My heart soars like a hawk. Little Big Man was a man of many traits, of many backgrounds. At a young age his life as he knew it came a drastic halt when he and his family we attacked by Indians. He was drug from the tattered wagon by a human being and put on his horse. The Indian had taken Jack back to the others, and not long after, he fell into the tribe like he was one of the human beings. His Aunt had escaped during the night, leading jack to believe that she would return for help. Years passed and Jack grew with the human beings, becoming one of them to most extreme. He even painted his skin a darker color to match the rest of the tribe. Jack had grown strong for wandering into the tribe, and adapting their ways, however, he was always small for his size, and was constantly teased. His Grandfather had once told him the story of Big Man, and surely enough Jack became known as Little Big Man. He incorporated many of the teachings of a white man into his way of life as a human b eing. He would get into fistfights with other tribe members, and they would be stunned because they had never seen this type of fighting before. He learned to be part of the tribe, though discipline, and determination he rose up to be respected member of the group. Although hated by some of his peers, I think it might have been because some felt that he was part of the white mans cause. After saving one members life this did not even change, he knew he must repay Little Big Man, but never accepted him as one of them. Time flowed like the waters of the river, and Little Big Man grew older. The white man had come to attack, and the Indians were going to teach them a lesson. Little Big Man had joined them, but as they were out, a friend of his was shot and Little Big Man tried to help him. As this went on another white man attacked Little Big Man, and knocked him to the ground. He was captured a ...

Indigenous person or European colonist Essay Example | Topics and Well Written Essays - 750 words

Indigenous person or European colonist - Essay Example It roots from an ethnocentric belief, that one culture is better than the other. It is important, though, to consider that each culture believes in things differently because of the nature of how they were brought up. With this paper, I will try to place myself as part of an indigenous group. In this manner, I will try to explain the differences in both cultures and how one group accepts and rejects other cultures and values. It is important to note that the common ground of both indigenous and colonists is the desire to maintain their own culture and beliefs. When it comes to property, indigenous people have a sense of group ownership and free land. Land is not owned by one but by the entire group. They roam around the land and gather whatever they can gather, they hunt whatever they can hunt, and bring it back to the tribe. And they share it. The roles within the community are exact and defined. Men hunt, women tend to the village. Men are protectors, women are caretakers of the vi llage. They gain additional land and property, including slaves, when they fight another tribe and win. They tend to use violence in order to increase their land, property and people. The value of their properties depends on how strong the other tribe is. The stronger the tribe they defeat, the more they value the things that they gather from that tribe. The reason for this is the loss of lives they have sacrificed in order to gain these properties. Although the European colonists have the same thirst for expansion, they have a different method of doing it. Violence is not the primary key to gather property and land. They use diplomacy, education and religion to expand their property and land. This, the indigenous people can accept and incorporate in their culture. Tribes tend to use violence, which increases the loss of their tribe with the death of their warriors and protectors. To lessen this, indigenous people can learn to use diplomacy in gaining hold of other tribes. Instead o f just going off to war, they can learn how to talk peacefully first and use wealth, power and numbers to defeat the other tribes. The same as European colonists, by which they buy off the other indigenous groups and immerse them into their society as slaves. In the sense, there is a trade-off. One main characteristic of the European colonists is their ethnocentrism. This should be rejected. European colonists believe that indigenous people are stupid, ignorant and easy to be swayed. They see indigenous people as puppets that can be swayed easily because of their lack of modernization. What they don’t understand is they have their own perspective of civilization. That’s why there is an improvement in the indigenous people’s lives. They have their own sense of civilization. They just have a different understanding of it. What is important to them may not be important to the European colonists. An example of this is the value of accessories and clothes that were m ade from animal skins. European colonists have a high value for animal skin clothes but have little value for glass beads. Indigenous people treat glass beads and other accessories because it is a sign of wealth and power for them. We remember that the daughters of tribe leaders wear more accessories and head gears than the others. This goes the same for warriors, the more body paint or accessories they have, the higher their rank is. This is the same concept as with soldiers and their medals. When trading,

The lack of specific statutory legislation to deal with media Essay

The lack of specific statutory legislation to deal with media intrusion can be regarded as a weakness in English law. The Irish Privacy Bill 2006 represents a m - Essay Example In UK there is no specific statutory provision for the protection of privacy. However, because the violation of personal life cannot remain in certain circumstances without punishment, for this reason, the courts use instead the principles of law that are related with Human Rights in general. In this context, Human Rights Act of 1998 is the most common legislative text used by courts in UK in order to provide protection to people that have suffered an intrusion to their personal life by media. It has to be noticed though that English courts deal with the issue only at the level that the relevant freedoms provided by the English law are violated. In accordance with the article 2 of the Human Rights Act of 1998 ‘Everyone’s right to life shall be protected by the law’ (article 2, par.1). Furthermore, Human Rights Act of 1998 include a series of articles that provide protection in many cases when human rights are been threatened. We can indicatively refer to ‘th e right to liberty and security (article 5), the right to a fair trial (article 6), the right to respect for private and family life (article 8), the freedom of thought, conscience and religion (article 9), the freedom of expression (article 10), the freedom of assembly and association (article 11), the right to an effective remedy (article 13)’ and so on. At the European level, the right of privacy is also protected using the European Convention on the Protection of Fundamental Rights and Freedoms of 1948 as it has been amended by a series of protocols (no. 4, 6, 7, 11 and 12). An interesting legislative text in the area of protection of privacy is the Irish Privacy Bill 2006 which covers all possible aspects of personal life that can suffer an intrusion and violation. Generally, it has been stated by Ellis (1993, 85) that ‘British law recognises no statutory right to privacy but The Data Protection Act 1984 was the first Act to address this