An account of the change in power between Kingshaw and Hooper in chapter eight Essay

Throughout the book up till chapter eight we have come across many battles between Hooper and Kingshaw. One of the battles the boys have is one which is who gains the power over the other. So in this chapter I will be analysing every element where either Kingshaw or Hooper wins the power over the other. Hooper is the first to accumulate the power because he makes out that he has a father who dearly loves him and that he would buy anything for him and Kingshaw knows that his mother doesn’t feel the same about him. He also makes himself to be more knowledgeable than Kingshaw because he wins the discussion on the prices of watches can be more than fifty pounds but Kingshaw does not believe a watch can cost more than fifty pounds. The next discussion though Kingshaw wins as he demonstrates his understanding on nature to prove that smoke kills midge bites and it is not the fire that makes the midges depart. Kingshaw wins control as he picks up a long wide stick thinking to hit Hooper but he resists since Hooper said, â€Å"You’d better try and not hit me†, after his eyes had widened after Kingshaw had picked up the stick. This shows that Hooper was frightened of Kingshaw and felt vulnerable other wise he wouldn’t have said such a comment. Hooper though fights back and wins control of the power as he irritates Kingshaw by saying that, â€Å"Has your mother gone after a lot of people† and following on from that comment he says â€Å"That’s why you came here. You didn’t come think it was anything else, did you? She wants to be married to my father. He’s rich†. Kingshaw is furious by the comments Hooper makes and he wishes that he had hit Hooper with the stick he had picked up earlier. Kingshaw can hardly defend the comments and can only come up with a feeble remark of, † Liar, liar, liar. Your father isn’t anything, she doesn’t even like you father. She hates him.† Hooper continues to frustrate Hooper by making many statements about why his mother wants to be married with his father. Hooper is now firmly in control and Kingshaw feels now hatred for his mother and he blames his fathers death for having to move around peoples houses and not having enough money. Kingshaw regains power after Hooper is having nightmares and he is whimpering in his sleep and talking about his mother. Kingshaw try’s to wake Hooper by quietly speaking to Hooper but because Hooper continued to sob, Kingshaw hits Hooper across the face with the palm of his hand, this causes Hooper to awaken though he was oblivious to the fact that he had been hit by Kingshaw. This scenario enables Kingshaw to have control, as Hooper is vulnerable because he is whimpering and he stated his head is hurting. Kingshaw continues to build his power as Hooper later pleads with him not to leave him alone and go away to look for the way out. Hooper is shown as frightened individual. He uses lines such as, â€Å"You’re not to go away and leave me.† To plead with Kingshaw. Later though Kingshaw succumbed all the power he had built up as he says to Hooper, â€Å"I wouldn’t have really hit you†, and also â€Å"look you needn’t worry, Hooper, we’ve both got to stay here till they come for us†. These two lines by Kingshaw let Hooper have all the power and Hooper ends the chapter with the power as he began it.

Concept Essay †Importance of Eating Healthy Essay

Concept Essay – Importance of Eating Healthy When thinking of the concept of â€Å"eating right† many people think it simply means consuming tasteless foods and useless fruits and vegetables. But eating healthy is much more than that. Eating healthy means more than consuming the recommended fruits and vegetables, but it also means having a balanced diet that is right for the body; for eating healthy is not one size fits all. By eating healthy, people are able to: supply their bodies with the nutrients needed to grow and develop; reduce their chances of developing chronic illnesses and diseases; and maintain a healthy weight. Eating healthy provides the human body the nutrients needed to grow and develop. According to Dr. David Tayloe of Parenting Magazine, eating healthy starts in the infancy stage of our lives and continue into adulthood. Dr, Tayloe (2011) outlines the most important nutrients babies need: iron, calcium (helps strengthen our bones), zinc (works to improve our immune system and optimize our cell growth and restoration), and vitamins A (helps our vision), B (enhances our immune and nervous systems, helps improve our skin and muscle tone, and regulates our metabolism), C (improves iron consumption and prevents body from bruising), D (helps with bone growth), E (facilitate cell growth and work to improve our nervous system) and K (helps our blood clot). The minerals and nutrients that are needed for our bodies are derived from many foods, such as breast milk, baby formula, vegetables, meats, whole grain, fish, eggs, fruits, whole milk, cheddar cheese and fortified cereal. Without the recommended servings of these nutrients, our bodies will not be able to grow and function properly. Making important decisions during meal time is essential to our daily life functions. For example, having a breakfast that is low in fat but rich in healthy nutrients can help improve overall thinking, help us remember more things, stimulate our creative thinking, give us energy and help our overall mental state. According to the President’s Council on Fitness, Sports & Nutrition (2013), our food choices each day affect our health — how we feel today, tomorrow, and in the future. When we do not eat healthy, we are more susceptible to certain health risks. The President’s Council on Fitness, Sports & Nutrition reports the major health risk associated with unhealthy eating habits includes â€Å"heart disease, hypertension (high blood pressure), type 2 diabetes, osteoporosis, and certain types of cancer† (2013). Eating one candy bar does not make a person have bad eating habits; just like eating one serving of broccoli does not make a person a healthy eater. Eating unhealthy foods on a consistent basis is what leads to chronic health problems. In his article, John Phillip (2010) provides a list of food additives that should be avoided. This list includes artificial sweeteners, Monosodium Glutamate, or MSG, and Trans and hydrogenated fats. Foods that contain artificial sweeteners can lead to diseases such as lymphoma, diabetes, multiple sclerosis, Parkinson’s and Alzheimer’s. The foods that fall under this list include sugar-free drinks, foods found in bakeries, and even gum. Phillip (2010) reports that these foods can increase brain aging. MSG is found in many foods, as it enhances their flavor. On many food labels, instead of MSG, the term â€Å"natural flavor† will be used; though MSG is not a natural ingredient. High consumption of these foods can lead to depression, disorientation, eye damage, fatigue and headache. Trans and hydrogenated fats are found in fried foods and commercially baked foods. According to Phillip (2010), these foods can increase the chances of heart attack by 25%. There are many factors that affect one’s body weight, including stress, genetics and hormones. However, large consumption of foods that are high in calories and fat can lead to obesity as well. When a person eats too much of the wrong food, or foods high in calories, without burning those calories by being physically active, then those calories are stored in our bodies as fat. According to the Center for Disease Control and Prevention, eating the wrong foods has created an obesity epidemic in the United States: â€Å"about one-third of U.S. adults (33.8%) are obese and approximately 17% (or 12.5 million) of children and adolescents aged 2—19 years are obese† (2011). Although exercising is good for combating obesity, making good eating choices can help combat obesity. In addition to watching calories intake, there are several ways eating healthy can be beneficial to combating obesity. For example, eating breakfast daily can provide us with energy to burn the calories that we will intake throughout the day. Eating smaller,  low calorie meals throughout the day can combat obesity; instead of eating three really large meals at breakfast, lunch and dinner. Avoiding drinks that are high in sugar and calories, such as juice and soda can aid in combating obesity. Finally, eating smaller portions can help ward off obesity. By making these few changes in their diet, one can be on the road to eating healthier and becoming a healthier person. There is an old clichà © that says â€Å"we are what we eat†. If we eat healthy, then we are healthy; however, if we eat unhealthy, then overall we are unhealthy. If we eat foods high in fat, cholesterol, calories we will find ourselves at risk for developing diseases that are linked to those eating choices. Getting on the road to healthy eating can be as simple as cutting back on all the junk we eat that is high in salts, fats and sugars. It is important that we make good food choices so that we may live happier and healthier lives. References Centers for Disease Control and Prevention (2011). . U.S. Obesity Trends. Retrieved from: http://www.cdc.gov/obesity/data/trends.html Phillip, J. (2010) Top food additives you really need to avoid. Healthy Lifestyles. Retrieved from http://technorati.com/lifestyle/article/top-food-additives-you-really-need002F President’s Council on Fitness, Sports & Nutrition. (2013). Eat healthy. Retrieved from http://www.fitness.gov/eat-healthy/why-is-it-important/ Tayloe, D, M.D. (2011). The 5 nutrients all babies need. Parenting. Retrieved from http://www.parenting.com/article/the-5-nutrients-all-babies-need#comments

A Confucian Approach to Paternalistic Leadership and Ethical Judgement Research Paper

A Confucian Approach to Paternalistic Leadership and Ethical Judgement in Chinese Management - Research Paper Example Methodology The research uses a literature review to collect and collate previous researches dealing with the topic and then conducts a critical review and analysis of the literature to develop research propositions. Findings It is found that the Paternalistic Leadership style is underpinned by the Confucian principles and collectivism and that the Paternalistic leaders are able to influence ethical judgment and decision making. Practical Implications It is highlighted that in spite of the numerous advantages associated with the Paternalistic Leadership style there are also several concerns associated with its utility in the modern day globalized and highly competitive business environment. Â  Original Value The current research highlights the gap in the literature regarding comprehensive research that can test the utility of Paternalistic Leadership Style in the context of globalization. 2. Introduction The teachings of Confucius have had a very deep influence on the Chinese societ y. The Government of China also adopted these principles as official philosophy of the state for centuries until they adopted the "Three Principles of the People" when the nation embraced Republicanism. This study takes a look at Confucianism and Its Cultural Context in China and explores how Confucianism relates positively to collectivism in Chinese cultural contexts. According to Confucianism, basic tenets of humanism include principles that guide relationships, promote collectivism and guide ethical standards. The basic principles of Confucianism have a profound impact on the way Chinese organizations operate. The current paper aims to explore the cultural underpinnings of the Paternalistic Leadership styles adopted by the Chinese organizations and also to develop possible implications for the same. The research uses an exhaustive literature review where journal articles are researched and an exhaustive collection of previous research and theories on the subject is obtained. The collected articles are reviewed for their relevance to the topic and then collated under themes that are then discussed critically in the following literature review. 2. Literature Review and Propositions Development (1) Confucianism and Its Cultural Context in China The teachings of Confucius have had a very deep influence on the Chinese society. The Government of China also adopted these principles as official philosophy of the state for centuries until they adopted the "Three Principles of the People" when the nation embraced Republicanism. This study takes a look at Confucianism and Its Cultural Context in China and explores how Confucianism relates positively to collectivism in Chinese cultural contexts. According to Confucianism, basic tenets of humanism include principles that guide relationships, promote collectivism and guide ethical standards. The basic principles of Confucianism can be seen manifested in the culture of China as discussed below. Confucianism Guides Relatio nships in Chinese Culture According to the philosophy of Confucius, each individual has been given a specific role and he or she has to fulfil these duties. The way in which relationships are conducted has been dictated by the Confucian philosophy. For example, according to Wu Lun, there are five relationships that should be carried out in proper manner giving respect to the hierarchy. These relationships are between ruler and subject; father and son; elder brother and younger brother, husband and wife and between friends. In the first four ones, there is a clear hierarchy, where one person has the authority over the others. This means that the superior factor in the relationship have the power to rule over the other factor (Bailey, 2011). Therefore, ruler, father, elder brother and

Bi-lingualism and Second Language Acquisition in Children. The Essay

Bi-lingualism and Second Language Acquisition in Children. The benefits of doing so and which approaches are more advisiable What negative aspects highlighted - Essay Example Myths and fears abound but bilinguals themselves can disprove them. It is safe to say that today bilinguals are as successful as monolinguals in various discipline, perhaps even surpassing them. More discussion will be given time on the professional side of dealing with this phenomenon. There can be negative results, it is to be expected, but in our research we noted the positive sides reported by well-known experts in the field of linguistic and language study. Other topics discussed here are the causes of bilingualism, definition of bilingualism and who are to be called bilinguals, the results of the various studies of bilingualism, and other language and linguistic areas of study that affect or are affected by bilingualism. As an introductory part of the subject, we know bilingualism usually means knowing two or more languages; bilinguals can communicate to a group or a larger group, and to a diversified group of people as well. Bilingualism has struck many states throughout the world. More and more states have more than one language due to the presence of immigrants and new comers from places suffering from environmental or man-made forces. Some countries have turned into bilingual with more than two official languages; sometimes their communities speak more than the recognized languages. There are questions that this essay will attempt to answer, questions such as: What is the child’s native language? Should the language in the community or what is popularly spoken be the child’s native language? What must the community and educational institutions do to help bilingual children? What should parents do to deal positively with their bilingual children? Will bilingual children learn English, and will the experience of learning two languages lead to either cognitive or linguistic confusion? There are various phenomenological aspects of bilingualism that can be talked about considering that this is a broad and

Brazils E-procurement System Essay Example | Topics and Well Written Essays - 1750 words

Brazils E-procurement System - Essay Example E-government has been on the rise in different countries with most government using internet as a means of improving their services to their customers. As most companies as well as governments embark on e-procurement, different and important issues have been raised in regard to its use in a country. E-government unlike in the past where it was an option, it has become a necessity especially as countries strive to achieve better governance and efficiency in offering services to the citizens. E-governance requires the government to integrate the strategic vision in service delivery to the citizens. ICT is today being used with an aim of streamlining the governments thus connecting it closely to the citizens thus ensuring better services are being offered by the governments. E-government as well as e-procurement is also vital in ensuring that public funds are managed well by a government thus enhancing efficiency and effectiveness. Different countries for example Brazil have recently ad opted e-procurement and e-government in their administration. ... tioned earlier, use of e-government and e-procurement in Brazil has led to improvement in the functioning of the government especially in the area of public funds management. The agenda for e-government first appeared in the federal government of Brazil in the year 2000 which was later implemented in most of the ministries of the government. However, use of e-procurement has raised significant issues in the recent past. One of the major issues which have been facing the Brazilian government which carrying out e-procurement is the issue of security. The government has some confidential information which should not be disclosed to the public or unauthorized persons. Use of e-procurement exposes the government to the risk of losing important information especially as internet crime and terrorism acts are on the rise. This may put the government as well as the citizen under the risk of terrorism attacks. The issues of security while using e-procurement have been a major issue for the Bra zilian government in its endeavours to ensure e-government is practiced. To cub or reduce this problem, the government have installed security measures to ensure that no unauthenticated person gets access to sensitive information. Security remains a major and important issue while dealing with e-procurement (Neef, 2001). Personification of the government is also another important security issue which should be considered while implementing the e-procurement and e-government systems in any country. Since all transactions are carried out online, it is very possible for a person to fraudulently rob of any government especially through e-procurement. While using the internet, the financial information concerning a person or a government is availed to ensure smooth transactions are carried out.

Describe how a project manager might achieve effective project Essay

Describe how a project manager might achieve effective project management Refer to project team issues considered in the lecture notes - Essay Example oject management, the most important factor to be considered is that all project managers are tasked to accomplish the goals and objectives of their projects. This paper would identify how a project manager could be successful in project management or, more specifically, in effectively completing a project. First, it is important to stress that a project manager is crucial in ensuring the success of a project in the sense that he orchestrates the multiple components and stakeholders involved. He or she must plan the project and at the same time oversee disparate groups, watch for cost overruns, mediate disputes, among other tasks that require balancing. In short, a project manager must deal with several issues including time, cost, people, equipment, resources, commitment and so forth all at the same time. An effective project manager could navigate these issues by systematically addressing them in planning, organizing, staffing the project and facilitating the work. Planning is one of the most important responsibilities of a project manager. If it is performed correctly, then the entire project could run smoothly to the point that it could even run itself. According to Turner (1992), project management is the endeavour in which human, material and financial resources are organized in a novel way so as to achieve unitary and beneficial change. In this context, the project manager’s skill in planning is underscored. According to Harold Kerzner (2009), the project manager, as the architect of the project plan, must provide: the complete definition of tasks, resource requirement of definitions; major timetable milestones; definition of end-item quality and reliability requirements and the basis for performance management. (p. 19) The rationale for such requirements is that, when met, they could result to the assurances that stakeholders involved understand their responsibilities and those problems that could arise from scheduling and the allocation of resources

A World of Art Essay Example | Topics and Well Written Essays - 1250 words

A World of Art - Essay Example 2). On the other hand, there were complaints about the materials used to build it because it clashed with the park. They viewed the metals as being â€Å"an intrusive violation of the natural landscape† (Sayre, 2007, p. 2). Not only did the artwork symbolize emotions of the public, but it also encapsulated the park because its name The Gates goes along with the original creators of the park who envisioned gates at every entrance (Sayre, 2007, p. 3). The point of these examples is to show how an artist may intend for their artwork to be received in one way since it is how they see it, but it is not. Every artist, every individual differs from one another and he or she absorbs, views, creates the world in his or her unique point-of-view. There are as many meanings in art as there are a variety of personalities and beliefs in people. 2. Abstract, or nonobjective, artwork is defined as a nonrealistic illustration that does not portray an established, familiar part of the universe like person, place or thing. In order to classify it, it has to be viewed in terms of brush strokes, color, etc. For example, Westerners find it hard to assign Erna Motna’s painting to landscape because it is abstract (Sayre, 2007, p. 8). Representational, or realistic, in terms of art is defined as describing a work of art that is a universally recognizable dictation by everyone. An example of this would be an illustration of the Empire State Building. Everyone understands this to be a famous part of New York City just by viewing the artwork. The association between the art and a real landmark, person or thing is what makes it representational. Form and content’s meaning can be described as a vital definition of the term art. Form is an element of art, the rules of intention and even items, or tools, an artist uses. It takes on a physical form. Content differs from this in that it is an idea, or expression by the artist. Both function as two parts, or halves of art. A n example of this is Malevich’s painting (Sayre, 2007, p. 11). The term ethnocentric, or ethnocentrism, revolves around the belief that one’s own culture is superior to all others, and this pertains to art in that the artist creates an illustration with the intention of portraying his or her own culture in the best possible light. It is also about how â€Å"different cultures possess different visual conventions and do not easily understand each other’s conventions† (Sayre, 2007, p. 28). Iconography is the science of determining, classifying and understanding specific factors or themes in a piece of visual art. It maintains the artwork’s original meaning rather than it be reaffirmed by current society because current society may not understand the reasoning behind specific elements in the artwork. Iconography studies the visual or symbolic images in the time it was created like in Jan van Eyck’s painting The Marriage of Giovanni Arnolfini an d Giovanna Cenami (Sayre, 2007, p. 31). Photorealism evolved from American Pop Art and it can be defined as art that has been reproduced to mimic photography, or the way a camera captures images. Art by Chuck Close pertains to photorealism. Surrealism was an artistic movement that means using art to portray an expression of the unconscious mind. â€Å"Surrealism is a style of art in which the reality of the dream, or the subconscious mind, is seen as more ‘

Personal statement Example | Topics and Well Written Essays - 500 words - 38

Personal Statement Example From the childhood dream, I set to work hard in my academics in order to become a lawyer. Currently, I am a practicing lawyer with a license from the government of the Kingdom of Saudi Arabia. The license is a testimony of my hard work and dedication to the practice. I excelled in my high school education and proceeded to pursue a degree course in law at the University of King Abdul-Aziz. Soon after, I began working in a law firm as a volunteer. The experience was as exciting as it was expository. It enhanced my interest in the practice while providing me with the much-desired experience. After graduating from University, I pursued official training from a recognized law firm, as is a requirement of seeking a license. I applied for the license and passed the interview owing to the vast experience I had acquired for the nine years I practiced at the firm. My story is one of immense determination and interest in a practice I love. The two are my greatest strengths. I love law and will always undertake any activity that would enhance my qualifications in the practice. After studying the Saudi Arabian market, for example, I registered for English courses in Dublin University. I seek to tap the growing number of international companies operating back home most of which use English. I am, for this reason, looking forward to graduating with a master’s degree, a qualification that will improve my effectiveness in the practice. I am acquainted with the outstanding reputation of your college. I have interacted with numerous of your alumni, and the reputation of the institution does indeed precede it. Such exciting engagements served to grow my interest in joining the institution. I am an ethical individual. I understand both my strengths and weaknesses. As such, I am applying to the college with the view to enhancing my professional skills in the practice. The large and well-stocked library at the institution coupled with equally reputable lecturers is some

In support of the legalization of marijuana for medical use Essay

In support of the legalization of marijuana for medical use - Essay Example Medically, the drug has been effectual in treating various diseases as discussed by Jocelyn Elders, the former U.S surgeon in her article, Myths about Medical Marijuana 2004. Still, this research is affirmed by Mathre (8) who in his article outline how the drug kindle appetite and lessen cachexia, alleviate vomiting and nausea linked with cancer chemotherapy, reduce intraocular pressure, and treat analgesia and neurological along with movement disorders. Unlike many drugs prescribed in the market, marijuana does not cause a terminal overdose. No one dies out of overdose due to its therapeutic applications such as decrease of spasms, muscles, chronic pain, and intraocular heaviness. Still, the CDC does not have a category of death by marijuana unlike other drugs approved by the FDA. Deaths have been noted as a result of legal drugs despite having the FDA approval. Although there are perilous effects of smoking marijuana, it has been approved medically to treat some ailments. This pape r seeks to discuss all these issues in detail in support of the legalization of marijuana for medical use. Joycelyn Elders (1) highlights the medical benefits of using marijuana. Her insights are awesome on how the drug relieves pains, reduces vomiting along with other symptoms of chronic diseases. Marijuana does this safely as it is less toxic than other drugs prescribed by physicians. Joycelyn focused her argument on the medical benefits of using the drug in which she believed that it improves the overall quality of patient’s life. From her argument, marijuana is best known to reduce neuropathic or chronic pain. The effect is important to HIV patients who often suffer from such pain and the drug becomes effective in pain reduction. Secondly, marijuana is beneficial in increasing appetite as it stimulates the body’s metabolism. The drug is effectual in reducing the symptoms of chronic diseases such as HIV and cancer as patients lack

Analysis on Lance Armstrong Doping Essay Example for Free

Analysis on Lance Armstrong Doping Essay No, the consequences brought upon Armstrong are completley inappropriate. The actions taken against him undergone by Travis Tygart and USADA are over the top. The fact that Lance doped is undeniable, he did it, but so did every other Tour de France contender and their teammates. Why should the man who won against other dopers have his life ruined? Why should a man who has helped millions of cancer patients have to step down from his organization and pay off the tax breaks of his charity? Well apparently Lance has to. Apparently, he has to pay fines due to his winnings, tax breaks, sponsorship money, etc. All he did was do EPO (like everyone else) and win the hardest cycling race in the world. Seven times. He was driven by his infamous focus on the task at hand, and raise cancer awareness globally. His athletic achievments outside of cycling are now getting the can too, including his win at the Boston Marathon, numerous Ironman 70.3 results, and various others. Mark Cavendish tweeted â€Å"Are people so naive they think cyclings the only sport with a hidden past? Maybe its just the only sport where a hidden pasts come out.† Baseball, football, various other sports have athletes taking performance enhacing drugs, why doesnt Barry Bonds, or Mark McGuires have their reputation tarnished and dragged through the streets? All of Lances sponsors have dropped him, including: Trek Bikes, FRS, Nike, Anheuser-Busch, Oakley, and 24 Hour Fitness. To wrap it up, theres been rumors of a divorce going around. Good job Travis Tygart, Pat McQuaid, Media hounds, and USADA investigators. You couldnt just leave it alone after years and years of failure, you ruined an American heros life and reputation, I hope youre satisfied.

Human Resource Development at Pizza Hut

Human Resource Development at Pizza Hut Human resource development ABSTRACT Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Thus, effective development of human capital should help organisations to maintain a competitive advantage. However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations re-evaluate existing paradigms and approaches used to conduct training and development in building future leaders. The purpose of this study is to investigate the selection of training approaches, appropriateness of training delivery options, and appropriateness of training methods for the delivery of development programs within the pizza hut. This study was designed to provide the needed relevant information with regard to the particular dimensions of pizza hut personnel development programs either for training professionals who conduct training or managers and related persons who may attend training sessions. For this study, a survey-questionnaire will be utilised as the primary method to obtain the research data. The questionnaire will be consists of closed-ended questions to obtained valid and complete data. The sample will consist of 10 personnel at managerial positions in Pizza hut. The sample of managers will be chosen randomly, however, the research will attempt to get a wide range of individuals. The researcher has chosen deductive approach to carry out primary research in conjunction with secondary research from the literature review. With quantitative research, the deductive approach seems to be appropriate for the research survey and will allow the author to investigate effectiveness of training and development process to create future leaders. The findings of this research study would be able to assist managers of all level in Pizza hut, with practical ideas. The results of this study revealed that pizza hut is carrying out effective training programmes somehow to create future leaders. Although the results of this study presume effective training programmes and development process are not the only conclusive factor in creating managers, it can be assumed that managers cannot presently take full advantage of training programmes in Pizza hut However, it is more important to investigate from which training design source or item the personnel most likely perceive significant to their development. Moreover, other definitive requisites should always be performed simultaneously. Overview The research on a company for my dissertation is Pizza hut a well well-known global fast food Brand. The reason for the dissertation is to find the problems faced by managers towards their training and development. In this chapter the main reason of the research is clarified and justified. The aims and objectives of the study are discussed, and the chapter end up with a tiny sight into the history of pizza hut UK. Background of study Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Organisations of all sizes have recognised the value of training (Banks, Bures, Champion 1987, p19). Thus, effective development of human capital should help organisations to maintain a competitive advantage ( Pfeffer 1995). However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations reassess existing paradigms and approaches used to conduct training and development (Brown 1998). Human Resource Management (HRM) may not understand the value associated with the training of personnel that includes operational issues such as the strategic plan, the roles and responsibilities, and the value attributed to each and every personnel. An organisations most valuable assets are their personnel. As such, they can improve an personnels self-value and supply their value to the organisation by providing knowledge, skills, and tools that will lead to a reduction in errors and thereby a reduction in costs. Costs associated with training are well worth the expenditures when the training leads to improved care and a reduction in errors. Problem of statement Underlying the problems faced by managers of pizza hut with the training and development process to enhance their career in the organisation and adverse events is a significant disconnect between comprehensive, integrated training and the expectations and fundamental skills needed by pizza hut managers. Lack of continuous integrated training leads to increased variation and increased outlays; therefore, quality is diminished and effectiveness lacks in the training and development of an employee within the organisation. Training is often split, superficial, and only emphasised as a reaction to internal or external stimuli such as a survey, adverse event, or litigation. Such training is generally not incremental or reinforced, nor does it provide a structure in which healthcare workers can contribute to an organisations performance improvement and value adding by taking the initiative and promoting positive change. Both healthcare managers and personnel need to understand the long term, integrated commitment required to initiate lasting changes in the face of established organisational culture, complacency, and general resistance to change. Facilities today are required to provide authorized orientation and training to new personnel. Once the new personnel orientation has taken place, the only other mandated training is for yearly orientation. The exceptions to this would be for skills competency and specialty training, which are generally focused on specific tasks and do not entail a comprehensive, intergraded approach that ensures sustained competency and improvement. This pizza hut standard of training does not capture the ongoing identified needs of the workforce and can lead to untoward events. These events do not necessarily lead to consistent training, or monitoring and evaluation of sustained improvement in management training and development. Monitoring of incidences may occur, but the linkages to organised process related training and implementation are not clearly defined and coordinate throughout the organisations. Purpose of Project When training proposal is supported by an appropriate development process and well integrated into the structure of an organisation, variation is reduced, cost is decreased, and consequently, the value is added to organisation. With the integration of comprehensive training comes a reduction in wasteful resource allocation as a result of reduced error, rework, and litigation. Comprehensive training and development are fundamental to improving processes and creating an environment in which personnel are motivated to improve their performance; they provide a foundation to build upon. Personnel, at all levels, also gain professional insight and strength through continued training and development. This project is geared in the direction of growth of understanding of how comprehensive training and development will ultimately lead to value adding. Since there is a need for training initiative and resource allocation, managers must embrace this concept in order for the training to be effective and engrained in organisations value creation. For those who sincerely wish to establish such positive change, awareness of the commitments in time, money, and human resources required for initiating and seeing through to completion lasting changes development will be stressed. This project shall depict the importance and benefits of organisational training and development in such a manner that organisation will desire to impart this knowledge to healthcare managers and personnel. Training personnel at all levels how to understand and drive the changes required to securely grafting effective value adding to their organisation. This is critical as the coalition of empowered personnel needed to develop, sell, guide, and drive the necessary changes, to be successful, must be recruited from throughout the workforce. They will need to reduce complacency and increase urgency. They will need to create a change coalition, develop a guiding vision, sell that vision to others, etc. If they have sufficient autonomy, they can often do so regardless of what is happening in the rest of the organisation (Kotter 1996, p 46). Furthermore, it would be beneficial if leadership extended this philosophy of training to include suppliers and vendors so that the culture is all encompassing and reaches out to all those who interact with the organisation. Comprehensive training programs provide a foundation for pizza hut workers to support ingenuity, motivation and teamwork. Research question and objectives In this dissertation process, I will emphasis on the effective training and development carried out by pizza hut. This will give me information, which I will use in respect to my topic and help me in bringing out the critical review and conclusion in accordance to my knowledge. Base on the aims above the following objectives are set: To understand the role of Training and development in the working environment of an organisation. To get positive outcome through my research by identifying needs and necessities using various methods as proposed in my methodology. Background of pizza hut Pizza hut is one the biggest food chain company in the world. This company has been running successfully for about 50 years and still mounting its name day by day. Pizza hut was established in USA and started its operation in a very small level. The first ever pizza hut was started in1958 in Wichita Kansas, USA by the collaboration of two brothers Frank and Dan. They opened a small restaurant and named it pizza hut. The growth was remarkable as 150 restaurants were opened in its first 10 years of operation in USA. In 1968 its first international restaurant was opened in Canada. Sooner it became the biggest pizza restaurant chain across the world in total number of restaurants and in sales. In1971 Pizza hut was climbing up in terms of sales and number of restaurants globally which allowed it to grab a position in the New York Stock Exchange. At present pizza hut is running over 7,000 outlets worldwide. In 1973 the first pizza hut was established in UK and proved to be a very good restaurant chain. Pizza hut is on the top when we compare all the fast food pizza outlets operating across the UK with more than 700 outlets. Pizza hut is owned by Yum Brands a US based company. Yum brands also owns AW All American Food, KFC, Long John Silvers Pizza Hut Taco Bell. If the handbook of Pizza Hut is viewed, the vision of Pizza Hut UK market is clearly mentioned to be the most loved and trusted brand in UK. Its passion is Great Pizza, Great people, and Great times. Millions of customers are served everyday with millions of Pizzas. According to management the company wants to have the most loved and trusted out lets. Pizza Hut wants to be the most trusted and favourite brand not only among its customers but among its employees as well. Structure of study This study is organised as follows. The introduction is Chapter One. Chapter Two examines the current theoretical and empirical literature on training and development, in an attempt to understand the contributions which have been made to date, and to define potential gaps which could be filled by this dissertation. In reviewing the relevant literature, not only is it important to clarify some of the terms which will be used in the study, it is also important to recognise that an understanding of these terms will evolve as the study progresses. In HRD, one of the most commonly recognised approaches to improving performance is training. Training includes instructional experiences which are designed to develop skills and knowledge, to achieve organisational objectives, to assist organisational change, and ultimately, to be applied in the workplace for the sake of organisational improvement (Bramley 1996). Chapter Three describes the research design and methodology employed in the study. To truly understand the impact of a training program on an individuals productivity, morale, behaviour, and understanding within his or her organisation, training must be evaluated long after the session is completed. Through questionnaires, informal conversations and interviews, a greater understanding of the challenges and opportunities faced by the trainees once they complete the training can be reached. Because of limited resources and/or a lack of commitment to examining the ongoing impact of training, this continuous measurement and follow up is not often practiced. The researchers role in this study was that of a participant observer. Participants were aware of the researchers presence and purpose for her involvement. Because the researcher was the instrument in the collection and analysis of the data, he maintained a closeness to the topic, and continually assessed and documented his values, assumptions, and conceptual framework. Detailed field notes and research notes were kept throughout the project, to keep track of emerging thoughts, patterns, and ideas, and to keep the conceptual framework of the project in focus. The researcher remained open to the evolving nature of the study, and understood that it was often necessary to collect additional types of data as the study progressed. In an attempt to produce the most credible, coherent, and potentially generalisable study, the data were collected by using a variety of methodological strategies, to cast a wide net to ensure that the highest quality data were collected. The use of multiple methods, often referred to as triangulation, includes such practices as interviewing, observing, and collecting relevant artefacts or documents, all of which were utilised in this study. Richness of the data, length of time spent in the setting, relationships developed, and the representation of the perspectives of the participants, all contribute to the coherence and comprehensiveness of a study (Erickson 1986). Qualitative data analysis is the process of constructing meaning out of the data and constructing an account. Analysis is the point at which the researcher interacts with the data to construct, reduce, interpret, understand and eventually communicate them and make a connection between assertions and data. Assertions come from data as a whole, keeping in mind the concept of bounded rationality, which says that we cannot collect everything, but we must do as much as possible to insure a coherent and comprehensive study (Simon 1946). To answer the research question for this dissertation, a thorough, constant analysis of the data was conducted, in an attempt to recognise observable themes and patterns, which arose with regard to training transfer. General assertions were made based on those themes and patterns, which emerged throughout the data as a whole. Once these connections were made within the data, the findings are represented to the reader. The training and development will continue to evolve responsibly through a better understanding of the context in which they take place, and the individuals involved. This focus will become clearer through quality research and inquiry, which seeks to understand the contextual elements of Human Resource Development practices within organisations. Chapter Four presents the research findings. Chapter Five focuses on the implications, limitations, significance, recommendations, and conclusions of the study, based on the findings. While the intentions of this project are to contribute empirical and theoretical knowledge to the field of Human Resource Development, it is important to consider the limitations inherent in its design. Openness of the participants, the length of time that must be spent to truly understand the perspectives of the participants, and the exploration of only one technique of one training organisation are limitations which must be taken into consideration in doing this study. It can be argued, however, that the very limitations of qualitative research are, in fact, its strengths. Overview In this chapter, researches related to the impact of training on organisational performance and success. The first part provides a definition of training and development. The second part discusses the training process. Training needs assessment is discussed in detail in the third part. Training evaluation is discussed in the fourth portion. Finally, background information regarding pizza hut utilised in this research is presented. Training and development Human Resource Development (HRD) can be universally recognised as a very effective approach to improve performance within training. Training consists of a variety of experiences that intend to enhance and develop skills and knowledge in order to accomplish organisational objectives, to improve and change organisational aspects within the work place (Bramley 1996; Broad Newstorm 1992). According to Manpower Services Commission (1981) training is a planned process to modify attitude, knowledge, skills, or behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose in work situation is to develop the abilities of the individuals and to satisfy the current and future needs of the organisation. In the same way development is a type of progression in which persons may find it more effective when learning through experiences. It is a procedure that helps people make use of the skills and knowledge that their past teachings and training has given them, this helps not only in present jobs but also anything that may come up in the future. It personifies theories and ideas connected with psychological growth, greater immaturity and increased confidence. According to Ivancevich (2004), training and development are processes that provide (or at least try to) a personnel with information and skills they need in order to understand the organisation and its goals. They are designed to help a person continue to make positive contributions in the form of good performance. Training helps personnel do their current work better while development prepares them for the future. Training is an important process to every personnel. It is a systematic process in which an individual is aided to alter his behaviour in a direction that will achieve the organisations goals. Ivancevich (2004) describes the goals of training as training validity, transfer validity, intra-organisational validity, and inter-organisational validity. Training validity determines if the trainees learn skills or acquire knowledge or abilities during training while transfer validity determines if these learned skills or acquired knowledge or abilities result to improvement on job performance. Intra-organisational validity determines if the job performance of a new group of trainees in the same organisation that developed the program comparable to that of the original training groups job performance. Finally, intra-organisational validity determines if the validated training program in one organisation can be applied with successful results in another organisation. Noe (2003) defines training as planned effort by a company to facilitate personnel learning of job-related competencies including knowledge, skills, or behaviours that are critical for successful job performance. Training helps personnel master knowledge, skills, abilities and behaviours emphasised in training programs and to apply them in their day-to-day activities (Noe 2003). As argued by Noe (2003), training is a process which not only needs basic skills, which would be skills that are sufficient enough to perform ones job, but also needs skills at an advanced levels which enables a person to use high technological information and share it with other personnel. This would be perfect in order to gain competitive advantage. A good understanding of the customer and the system is also a key aspect within training. Al of these put together collectively defines intellectual capital. A training initiative which requires generating intellectual capital is a training which goes by the name of high -leverage training. According to Carnevale (1990), high-leverage training, which is linked to strategic business goals and objectives, uses an instructional design process to ensure the effectiveness of training programs, and compares or benchmarks the companys training programs against other companys training programs( Noe2003). According to Richard M. Hodgetts and Fred Luthans (1976), training is a procedure of changing behaviour and attitudes in a way that increases the success of reaching ones targets. According to both theorists culture, customs and work habits of the local people should also be taught in training process. And if all the above mentioned factors along with other factors are considered properly it would boost towards the success of any establishment. According to Hall (2004). Formal training programs are not seen to be enough in accordance to todays fast moving world. A few other things the author believes is that in order to uphold certain standards that are commercial and cost effective, the people should be execution experts. A lot of senior executives believe that budget will stay tight, even after a full economic recovery, and that headcount, time. IT support, and other resources will continue to be in short supply. The opportunity and demand for enterprise-wide initiatives to bring about wholesale change will only increase. If you are a leader of learning, your future and the future of your organisation depends on your ability to make significant initiatives happen despite the challenges of day-to-day work. To acquire this you need to become an execution expert. Todays best-in-class learning professionals operate differently than those who came before them. Their thoughts are focused on 3 areas: business strategy, resources, and execution. (Hall 2004, p65-6). Two different training methods are identified by the authors (Ferris et al, 2006), the first set of training is described as the routine training which is given to all level of working staff. The other set of training however, is a type of training in which political skills is the main and important component of training and development process and is aimed mainly for senior executives. As the work force moves up the chain of command to higher jobs at wider scales, technical capability is less important and political skill takes its place. When the centre for Creative Leadership studied why once-promising executives failed on the job, lack of social effectiveness emerged as a leading cause. The political skill which is mentioned quite a bit, is a type of skill that distinguishes successful and efficient managers from those managers who are inefficient. It is also an ability which merges together social intelligence which facilitates and adjusts to situations where differentiation and changes are of demand. In return this helps in developing and advancing the working conditions. Training and development at individual level To identify each persons own knowledge, skills and abilities in order to assess each individual and progress them at the pace According themselves. Psychology theorists e.g. Likert (1961), Mayo (1933) cited by Younglin (2001) entails that employee satisfaction and well being are related to performance, but in those theories they did not explicitly hypothesize about the appropriate level of analysis, for example individuals, groups or organizations. Assessments and one to one meetings allow employees to reflect on their own learning needs in relation to their work aims. It also provides well controlled learning experiences linked to professional and administrative needs, goals and job requirements. Individual levelled training and development is the base and the stepping stone of any needs assessment. All managers have different emphasis on specific needs collaborating with their job description, level of education and intelligence experience and personal choice. Focusing on employees individual needs appraisals makes it easier to compile personal development plans that suit each employee according to their own level of competency. Training and development at organisational level It is vital for organisations to focus on peoples capability to foresee, adapt and respond to sudden changes in the environment. Training and development will have to join together it with corporate goals. It must be accurate with what the business leaders are trying to achieve. In order for training to seem more appropriate, its programme will revolve around business related matters for the future. In practice, its achievements will shoulder on developing apparent training objectives from the tactical issues of the business. Effective managers are created in an environment where there is continuity in the learning manner. A high level of experience, expertise and mind power of the internal as well as external trainers is essential, along with their commitment and capability to maintain a healthy relationship committed to management maturity. The method of learning can often engage unlearning certain behaviours and attitudes. certainly, in relation to organisations (Hamel Prahalad 1994, cited in Cole, 2000, p268) found that creating a learning organisation is only half the solution. Just as important is creating an unlearning organisationto create the future, a company must unlearn at least some of its past. According to Cole (2000) training and development of workforce is a concern that is faced by more or less all the establishment. The quantity and excellence of training carried out varies a lot from organisation to organisation. Therefore most of the establishments are adapting systematic approach to the training and development of their employees. Organisations use systematic training cycle to perform a logical sequence of activities commencing within the organisations starting with the training policy, assessment of training needs, carrying out training and evaluations. Cole (2000, p.278) summarises that this training cycle is quite beneficial within an organisation. The systematic approach to training and development arises from the amount of internal and external stress for alteration in the organisation. Firstly in a systematic approach is to develop a policy statement to act as a channel to the organisations intentions regarding the weight and track to be given by to training and development. Secondly initialise a set of roles for those in charge for implementing the policy and thirdly to set up a appropriate structure of training posts and procedures, and to allocate adequate funds to the training establishment. As all the steps are followed with completeness then one can focus on the analysis of training needs, evaluation and review of training carried out. Training policy Establishments mostly deal with a wide range of policies dealing with human resources. Policies are set by the establishments to develop their employees and to monitor their performance by certain training and development programs and courses, conducted internally or externally. According to Cole (2000), training focuses on learning needs and are mainly associated to existing responsibilities and duties which are narrowly linked to short, medium and long term business plans and are seen as an key element of an establishment to prove to its consumers, training and development are the key to success of any organisational goals which indicates the overall plan of an organisation, execution of training and development programs provides a direct link to the organisational goals for those who are accountable for the best possible results. Most of the organisations have a extended tradition of raising their own managers and professionals and providing them with in-house courses according to organisational needs. Some of the organisations rely on external management trainings and courses. Training needs Needs assessment is the process of determining if training is necessary (Noe 2003) and identifying the organisations training needs (Ivancevich 2004) and answering the question of whether training addresses the organisations needs, objectives and problems (Arthur et al. 2003). According to Noe (2003), if the needs assessment phase, the first phase in the instructional design process, is poorly conducted, training will not meet the desired outcome or financial benefit for the company, regardless of the training method and the learning environment. According to Boydell (1985) there are three levels of training needs which are to be studied before putting the programs in to practice. This three-step process consists of organisational analysis, person analysis and task analysis. There are a few factors linked with organisational analysis, such as when given the company resources is the relevant training appropriate, where is training needed in the organisation, which goals can be accomplished through personnel training, and if to determine as to wether or not training can be used to improve a companys success ( Noe 2003, Arthur et al. 2003, Ivancevich 2004). When assessed at an organisational level we must see the general weaknesses the organisation has perceived in its priorities and what would be the prescribed remedy that would be required in alteration of the organisational culture. According to Noe (2003), there are three factors to be considered before choosing training as a solution, these three factors being, the companys strategic direction, managers and peers support for training activities and the training resources available.(Noe 2003) Training to some level should help a company achieve its business strategy. If one was to define a business strategy, it is said that this is an approach which refers to a plan that joins together the companys goal, policies and actions (Meister 2000). Noe (2003) also mentions that the strategic role of training influences the frequency and type of training, and how the training function is organised in the company. (p 42) it is more likely the regularity of training will be higher in companies where training is expected to be a factor in the achievement of the companys business strategies and goals as a post to those companies where in training is done randomly or unplanned. Also it is said that the higher the strategic role of planning, it is more likely that the company will organise the training purpose using a virtual training organisation or corporate university models. (Noe 2003) The managers and peers support for training activities is a critical factor in considering a training programme. To be successful, managers and peers should have a positive attitude in participating a training activity. Furthermore, managers and peers should be willing to provide trainees with infor Human Resource Development at Pizza Hut Human Resource Development at Pizza Hut Human resource development ABSTRACT Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Thus, effective development of human capital should help organisations to maintain a competitive advantage. However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations re-evaluate existing paradigms and approaches used to conduct training and development in building future leaders. The purpose of this study is to investigate the selection of training approaches, appropriateness of training delivery options, and appropriateness of training methods for the delivery of development programs within the pizza hut. This study was designed to provide the needed relevant information with regard to the particular dimensions of pizza hut personnel development programs either for training professionals who conduct training or managers and related persons who may attend training sessions. For this study, a survey-questionnaire will be utilised as the primary method to obtain the research data. The questionnaire will be consists of closed-ended questions to obtained valid and complete data. The sample will consist of 10 personnel at managerial positions in Pizza hut. The sample of managers will be chosen randomly, however, the research will attempt to get a wide range of individuals. The researcher has chosen deductive approach to carry out primary research in conjunction with secondary research from the literature review. With quantitative research, the deductive approach seems to be appropriate for the research survey and will allow the author to investigate effectiveness of training and development process to create future leaders. The findings of this research study would be able to assist managers of all level in Pizza hut, with practical ideas. The results of this study revealed that pizza hut is carrying out effective training programmes somehow to create future leaders. Although the results of this study presume effective training programmes and development process are not the only conclusive factor in creating managers, it can be assumed that managers cannot presently take full advantage of training programmes in Pizza hut However, it is more important to investigate from which training design source or item the personnel most likely perceive significant to their development. Moreover, other definitive requisites should always be performed simultaneously. Overview The research on a company for my dissertation is Pizza hut a well well-known global fast food Brand. The reason for the dissertation is to find the problems faced by managers towards their training and development. In this chapter the main reason of the research is clarified and justified. The aims and objectives of the study are discussed, and the chapter end up with a tiny sight into the history of pizza hut UK. Background of study Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Organisations of all sizes have recognised the value of training (Banks, Bures, Champion 1987, p19). Thus, effective development of human capital should help organisations to maintain a competitive advantage ( Pfeffer 1995). However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations reassess existing paradigms and approaches used to conduct training and development (Brown 1998). Human Resource Management (HRM) may not understand the value associated with the training of personnel that includes operational issues such as the strategic plan, the roles and responsibilities, and the value attributed to each and every personnel. An organisations most valuable assets are their personnel. As such, they can improve an personnels self-value and supply their value to the organisation by providing knowledge, skills, and tools that will lead to a reduction in errors and thereby a reduction in costs. Costs associated with training are well worth the expenditures when the training leads to improved care and a reduction in errors. Problem of statement Underlying the problems faced by managers of pizza hut with the training and development process to enhance their career in the organisation and adverse events is a significant disconnect between comprehensive, integrated training and the expectations and fundamental skills needed by pizza hut managers. Lack of continuous integrated training leads to increased variation and increased outlays; therefore, quality is diminished and effectiveness lacks in the training and development of an employee within the organisation. Training is often split, superficial, and only emphasised as a reaction to internal or external stimuli such as a survey, adverse event, or litigation. Such training is generally not incremental or reinforced, nor does it provide a structure in which healthcare workers can contribute to an organisations performance improvement and value adding by taking the initiative and promoting positive change. Both healthcare managers and personnel need to understand the long term, integrated commitment required to initiate lasting changes in the face of established organisational culture, complacency, and general resistance to change. Facilities today are required to provide authorized orientation and training to new personnel. Once the new personnel orientation has taken place, the only other mandated training is for yearly orientation. The exceptions to this would be for skills competency and specialty training, which are generally focused on specific tasks and do not entail a comprehensive, intergraded approach that ensures sustained competency and improvement. This pizza hut standard of training does not capture the ongoing identified needs of the workforce and can lead to untoward events. These events do not necessarily lead to consistent training, or monitoring and evaluation of sustained improvement in management training and development. Monitoring of incidences may occur, but the linkages to organised process related training and implementation are not clearly defined and coordinate throughout the organisations. Purpose of Project When training proposal is supported by an appropriate development process and well integrated into the structure of an organisation, variation is reduced, cost is decreased, and consequently, the value is added to organisation. With the integration of comprehensive training comes a reduction in wasteful resource allocation as a result of reduced error, rework, and litigation. Comprehensive training and development are fundamental to improving processes and creating an environment in which personnel are motivated to improve their performance; they provide a foundation to build upon. Personnel, at all levels, also gain professional insight and strength through continued training and development. This project is geared in the direction of growth of understanding of how comprehensive training and development will ultimately lead to value adding. Since there is a need for training initiative and resource allocation, managers must embrace this concept in order for the training to be effective and engrained in organisations value creation. For those who sincerely wish to establish such positive change, awareness of the commitments in time, money, and human resources required for initiating and seeing through to completion lasting changes development will be stressed. This project shall depict the importance and benefits of organisational training and development in such a manner that organisation will desire to impart this knowledge to healthcare managers and personnel. Training personnel at all levels how to understand and drive the changes required to securely grafting effective value adding to their organisation. This is critical as the coalition of empowered personnel needed to develop, sell, guide, and drive the necessary changes, to be successful, must be recruited from throughout the workforce. They will need to reduce complacency and increase urgency. They will need to create a change coalition, develop a guiding vision, sell that vision to others, etc. If they have sufficient autonomy, they can often do so regardless of what is happening in the rest of the organisation (Kotter 1996, p 46). Furthermore, it would be beneficial if leadership extended this philosophy of training to include suppliers and vendors so that the culture is all encompassing and reaches out to all those who interact with the organisation. Comprehensive training programs provide a foundation for pizza hut workers to support ingenuity, motivation and teamwork. Research question and objectives In this dissertation process, I will emphasis on the effective training and development carried out by pizza hut. This will give me information, which I will use in respect to my topic and help me in bringing out the critical review and conclusion in accordance to my knowledge. Base on the aims above the following objectives are set: To understand the role of Training and development in the working environment of an organisation. To get positive outcome through my research by identifying needs and necessities using various methods as proposed in my methodology. Background of pizza hut Pizza hut is one the biggest food chain company in the world. This company has been running successfully for about 50 years and still mounting its name day by day. Pizza hut was established in USA and started its operation in a very small level. The first ever pizza hut was started in1958 in Wichita Kansas, USA by the collaboration of two brothers Frank and Dan. They opened a small restaurant and named it pizza hut. The growth was remarkable as 150 restaurants were opened in its first 10 years of operation in USA. In 1968 its first international restaurant was opened in Canada. Sooner it became the biggest pizza restaurant chain across the world in total number of restaurants and in sales. In1971 Pizza hut was climbing up in terms of sales and number of restaurants globally which allowed it to grab a position in the New York Stock Exchange. At present pizza hut is running over 7,000 outlets worldwide. In 1973 the first pizza hut was established in UK and proved to be a very good restaurant chain. Pizza hut is on the top when we compare all the fast food pizza outlets operating across the UK with more than 700 outlets. Pizza hut is owned by Yum Brands a US based company. Yum brands also owns AW All American Food, KFC, Long John Silvers Pizza Hut Taco Bell. If the handbook of Pizza Hut is viewed, the vision of Pizza Hut UK market is clearly mentioned to be the most loved and trusted brand in UK. Its passion is Great Pizza, Great people, and Great times. Millions of customers are served everyday with millions of Pizzas. According to management the company wants to have the most loved and trusted out lets. Pizza Hut wants to be the most trusted and favourite brand not only among its customers but among its employees as well. Structure of study This study is organised as follows. The introduction is Chapter One. Chapter Two examines the current theoretical and empirical literature on training and development, in an attempt to understand the contributions which have been made to date, and to define potential gaps which could be filled by this dissertation. In reviewing the relevant literature, not only is it important to clarify some of the terms which will be used in the study, it is also important to recognise that an understanding of these terms will evolve as the study progresses. In HRD, one of the most commonly recognised approaches to improving performance is training. Training includes instructional experiences which are designed to develop skills and knowledge, to achieve organisational objectives, to assist organisational change, and ultimately, to be applied in the workplace for the sake of organisational improvement (Bramley 1996). Chapter Three describes the research design and methodology employed in the study. To truly understand the impact of a training program on an individuals productivity, morale, behaviour, and understanding within his or her organisation, training must be evaluated long after the session is completed. Through questionnaires, informal conversations and interviews, a greater understanding of the challenges and opportunities faced by the trainees once they complete the training can be reached. Because of limited resources and/or a lack of commitment to examining the ongoing impact of training, this continuous measurement and follow up is not often practiced. The researchers role in this study was that of a participant observer. Participants were aware of the researchers presence and purpose for her involvement. Because the researcher was the instrument in the collection and analysis of the data, he maintained a closeness to the topic, and continually assessed and documented his values, assumptions, and conceptual framework. Detailed field notes and research notes were kept throughout the project, to keep track of emerging thoughts, patterns, and ideas, and to keep the conceptual framework of the project in focus. The researcher remained open to the evolving nature of the study, and understood that it was often necessary to collect additional types of data as the study progressed. In an attempt to produce the most credible, coherent, and potentially generalisable study, the data were collected by using a variety of methodological strategies, to cast a wide net to ensure that the highest quality data were collected. The use of multiple methods, often referred to as triangulation, includes such practices as interviewing, observing, and collecting relevant artefacts or documents, all of which were utilised in this study. Richness of the data, length of time spent in the setting, relationships developed, and the representation of the perspectives of the participants, all contribute to the coherence and comprehensiveness of a study (Erickson 1986). Qualitative data analysis is the process of constructing meaning out of the data and constructing an account. Analysis is the point at which the researcher interacts with the data to construct, reduce, interpret, understand and eventually communicate them and make a connection between assertions and data. Assertions come from data as a whole, keeping in mind the concept of bounded rationality, which says that we cannot collect everything, but we must do as much as possible to insure a coherent and comprehensive study (Simon 1946). To answer the research question for this dissertation, a thorough, constant analysis of the data was conducted, in an attempt to recognise observable themes and patterns, which arose with regard to training transfer. General assertions were made based on those themes and patterns, which emerged throughout the data as a whole. Once these connections were made within the data, the findings are represented to the reader. The training and development will continue to evolve responsibly through a better understanding of the context in which they take place, and the individuals involved. This focus will become clearer through quality research and inquiry, which seeks to understand the contextual elements of Human Resource Development practices within organisations. Chapter Four presents the research findings. Chapter Five focuses on the implications, limitations, significance, recommendations, and conclusions of the study, based on the findings. While the intentions of this project are to contribute empirical and theoretical knowledge to the field of Human Resource Development, it is important to consider the limitations inherent in its design. Openness of the participants, the length of time that must be spent to truly understand the perspectives of the participants, and the exploration of only one technique of one training organisation are limitations which must be taken into consideration in doing this study. It can be argued, however, that the very limitations of qualitative research are, in fact, its strengths. Overview In this chapter, researches related to the impact of training on organisational performance and success. The first part provides a definition of training and development. The second part discusses the training process. Training needs assessment is discussed in detail in the third part. Training evaluation is discussed in the fourth portion. Finally, background information regarding pizza hut utilised in this research is presented. Training and development Human Resource Development (HRD) can be universally recognised as a very effective approach to improve performance within training. Training consists of a variety of experiences that intend to enhance and develop skills and knowledge in order to accomplish organisational objectives, to improve and change organisational aspects within the work place (Bramley 1996; Broad Newstorm 1992). According to Manpower Services Commission (1981) training is a planned process to modify attitude, knowledge, skills, or behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose in work situation is to develop the abilities of the individuals and to satisfy the current and future needs of the organisation. In the same way development is a type of progression in which persons may find it more effective when learning through experiences. It is a procedure that helps people make use of the skills and knowledge that their past teachings and training has given them, this helps not only in present jobs but also anything that may come up in the future. It personifies theories and ideas connected with psychological growth, greater immaturity and increased confidence. According to Ivancevich (2004), training and development are processes that provide (or at least try to) a personnel with information and skills they need in order to understand the organisation and its goals. They are designed to help a person continue to make positive contributions in the form of good performance. Training helps personnel do their current work better while development prepares them for the future. Training is an important process to every personnel. It is a systematic process in which an individual is aided to alter his behaviour in a direction that will achieve the organisations goals. Ivancevich (2004) describes the goals of training as training validity, transfer validity, intra-organisational validity, and inter-organisational validity. Training validity determines if the trainees learn skills or acquire knowledge or abilities during training while transfer validity determines if these learned skills or acquired knowledge or abilities result to improvement on job performance. Intra-organisational validity determines if the job performance of a new group of trainees in the same organisation that developed the program comparable to that of the original training groups job performance. Finally, intra-organisational validity determines if the validated training program in one organisation can be applied with successful results in another organisation. Noe (2003) defines training as planned effort by a company to facilitate personnel learning of job-related competencies including knowledge, skills, or behaviours that are critical for successful job performance. Training helps personnel master knowledge, skills, abilities and behaviours emphasised in training programs and to apply them in their day-to-day activities (Noe 2003). As argued by Noe (2003), training is a process which not only needs basic skills, which would be skills that are sufficient enough to perform ones job, but also needs skills at an advanced levels which enables a person to use high technological information and share it with other personnel. This would be perfect in order to gain competitive advantage. A good understanding of the customer and the system is also a key aspect within training. Al of these put together collectively defines intellectual capital. A training initiative which requires generating intellectual capital is a training which goes by the name of high -leverage training. According to Carnevale (1990), high-leverage training, which is linked to strategic business goals and objectives, uses an instructional design process to ensure the effectiveness of training programs, and compares or benchmarks the companys training programs against other companys training programs( Noe2003). According to Richard M. Hodgetts and Fred Luthans (1976), training is a procedure of changing behaviour and attitudes in a way that increases the success of reaching ones targets. According to both theorists culture, customs and work habits of the local people should also be taught in training process. And if all the above mentioned factors along with other factors are considered properly it would boost towards the success of any establishment. According to Hall (2004). Formal training programs are not seen to be enough in accordance to todays fast moving world. A few other things the author believes is that in order to uphold certain standards that are commercial and cost effective, the people should be execution experts. A lot of senior executives believe that budget will stay tight, even after a full economic recovery, and that headcount, time. IT support, and other resources will continue to be in short supply. The opportunity and demand for enterprise-wide initiatives to bring about wholesale change will only increase. If you are a leader of learning, your future and the future of your organisation depends on your ability to make significant initiatives happen despite the challenges of day-to-day work. To acquire this you need to become an execution expert. Todays best-in-class learning professionals operate differently than those who came before them. Their thoughts are focused on 3 areas: business strategy, resources, and execution. (Hall 2004, p65-6). Two different training methods are identified by the authors (Ferris et al, 2006), the first set of training is described as the routine training which is given to all level of working staff. The other set of training however, is a type of training in which political skills is the main and important component of training and development process and is aimed mainly for senior executives. As the work force moves up the chain of command to higher jobs at wider scales, technical capability is less important and political skill takes its place. When the centre for Creative Leadership studied why once-promising executives failed on the job, lack of social effectiveness emerged as a leading cause. The political skill which is mentioned quite a bit, is a type of skill that distinguishes successful and efficient managers from those managers who are inefficient. It is also an ability which merges together social intelligence which facilitates and adjusts to situations where differentiation and changes are of demand. In return this helps in developing and advancing the working conditions. Training and development at individual level To identify each persons own knowledge, skills and abilities in order to assess each individual and progress them at the pace According themselves. Psychology theorists e.g. Likert (1961), Mayo (1933) cited by Younglin (2001) entails that employee satisfaction and well being are related to performance, but in those theories they did not explicitly hypothesize about the appropriate level of analysis, for example individuals, groups or organizations. Assessments and one to one meetings allow employees to reflect on their own learning needs in relation to their work aims. It also provides well controlled learning experiences linked to professional and administrative needs, goals and job requirements. Individual levelled training and development is the base and the stepping stone of any needs assessment. All managers have different emphasis on specific needs collaborating with their job description, level of education and intelligence experience and personal choice. Focusing on employees individual needs appraisals makes it easier to compile personal development plans that suit each employee according to their own level of competency. Training and development at organisational level It is vital for organisations to focus on peoples capability to foresee, adapt and respond to sudden changes in the environment. Training and development will have to join together it with corporate goals. It must be accurate with what the business leaders are trying to achieve. In order for training to seem more appropriate, its programme will revolve around business related matters for the future. In practice, its achievements will shoulder on developing apparent training objectives from the tactical issues of the business. Effective managers are created in an environment where there is continuity in the learning manner. A high level of experience, expertise and mind power of the internal as well as external trainers is essential, along with their commitment and capability to maintain a healthy relationship committed to management maturity. The method of learning can often engage unlearning certain behaviours and attitudes. certainly, in relation to organisations (Hamel Prahalad 1994, cited in Cole, 2000, p268) found that creating a learning organisation is only half the solution. Just as important is creating an unlearning organisationto create the future, a company must unlearn at least some of its past. According to Cole (2000) training and development of workforce is a concern that is faced by more or less all the establishment. The quantity and excellence of training carried out varies a lot from organisation to organisation. Therefore most of the establishments are adapting systematic approach to the training and development of their employees. Organisations use systematic training cycle to perform a logical sequence of activities commencing within the organisations starting with the training policy, assessment of training needs, carrying out training and evaluations. Cole (2000, p.278) summarises that this training cycle is quite beneficial within an organisation. The systematic approach to training and development arises from the amount of internal and external stress for alteration in the organisation. Firstly in a systematic approach is to develop a policy statement to act as a channel to the organisations intentions regarding the weight and track to be given by to training and development. Secondly initialise a set of roles for those in charge for implementing the policy and thirdly to set up a appropriate structure of training posts and procedures, and to allocate adequate funds to the training establishment. As all the steps are followed with completeness then one can focus on the analysis of training needs, evaluation and review of training carried out. Training policy Establishments mostly deal with a wide range of policies dealing with human resources. Policies are set by the establishments to develop their employees and to monitor their performance by certain training and development programs and courses, conducted internally or externally. According to Cole (2000), training focuses on learning needs and are mainly associated to existing responsibilities and duties which are narrowly linked to short, medium and long term business plans and are seen as an key element of an establishment to prove to its consumers, training and development are the key to success of any organisational goals which indicates the overall plan of an organisation, execution of training and development programs provides a direct link to the organisational goals for those who are accountable for the best possible results. Most of the organisations have a extended tradition of raising their own managers and professionals and providing them with in-house courses according to organisational needs. Some of the organisations rely on external management trainings and courses. Training needs Needs assessment is the process of determining if training is necessary (Noe 2003) and identifying the organisations training needs (Ivancevich 2004) and answering the question of whether training addresses the organisations needs, objectives and problems (Arthur et al. 2003). According to Noe (2003), if the needs assessment phase, the first phase in the instructional design process, is poorly conducted, training will not meet the desired outcome or financial benefit for the company, regardless of the training method and the learning environment. According to Boydell (1985) there are three levels of training needs which are to be studied before putting the programs in to practice. This three-step process consists of organisational analysis, person analysis and task analysis. There are a few factors linked with organisational analysis, such as when given the company resources is the relevant training appropriate, where is training needed in the organisation, which goals can be accomplished through personnel training, and if to determine as to wether or not training can be used to improve a companys success ( Noe 2003, Arthur et al. 2003, Ivancevich 2004). When assessed at an organisational level we must see the general weaknesses the organisation has perceived in its priorities and what would be the prescribed remedy that would be required in alteration of the organisational culture. According to Noe (2003), there are three factors to be considered before choosing training as a solution, these three factors being, the companys strategic direction, managers and peers support for training activities and the training resources available.(Noe 2003) Training to some level should help a company achieve its business strategy. If one was to define a business strategy, it is said that this is an approach which refers to a plan that joins together the companys goal, policies and actions (Meister 2000). Noe (2003) also mentions that the strategic role of training influences the frequency and type of training, and how the training function is organised in the company. (p 42) it is more likely the regularity of training will be higher in companies where training is expected to be a factor in the achievement of the companys business strategies and goals as a post to those companies where in training is done randomly or unplanned. Also it is said that the higher the strategic role of planning, it is more likely that the company will organise the training purpose using a virtual training organisation or corporate university models. (Noe 2003) The managers and peers support for training activities is a critical factor in considering a training programme. To be successful, managers and peers should have a positive attitude in participating a training activity. Furthermore, managers and peers should be willing to provide trainees with infor

The Monroe Doctrine: Origin and Early American Foreign Policy Essay

The essay discusses the creation of the Monroe Doctrine and how its birth shaped U.S. foreign policy from the 1820’s through the American Civil War. It also looks at the key players and their various motives in creating this important document. The Monroe Doctrine History during the early 1800’s found the American people very interested in the situation involving the Latin American countries found in central, South America, and Mexico. Though these Latin countries tried to establish their own government and proclaimed their independence, certain European countries continued to fight and reinstate their force and power over them. A major factor to consider was that France and Spain were considering joining forces to create a large and powerful military force, also in hopes of moving in to reclaim the areas of Latin states in which French or Spanish power had slipped. Americans were showing equal concern to the defense of their own country, their coastlines and the states and territory of the North American continent. This defense, not only in the meaning of protecting their colonized states from invasive forces, but defense also to protect the available land on the continent from the future possibilities of settlement and control by European countries or the Holy Alliance (Russia, Prussia and Austria.) During President James Monroe’s term, the president realized the States should start to exert power in the world. The States must develop a policy to protect his country's interests. President Monroe chose to consult with many of those he found wise and those whose opinions he valued (former President Thomas Jefferson, John Calhoun and James Madison, and Secretary John Quincy Adams. Great Britain tried to collaborate with the United States, hoping to send out a joint message to other European countries and the Holy Alliance. All but the Secretary of State agreed it would be in the best interest of the States to ally with Great Britain. The thought was to create a document or declaration stating the land on the northern continent of America could no longer be claimed by any European country, or the Holy Alliance. It was also clearly expressed Europe or the Holy Alliance should not interfere with into American affairs and could expect the United States would not become involved in the business of other countries. There would be no tolerance of... ...t perhaps the history of the world. Declaring that Europe and the Holy Alliance could no longer interfere with the Latin countries allowed these new countries the time they needed to develop their countries, their business, and their trade and shipping markets. Since commerce and shipping was no longer dominated by the larger countries, this allowed the States an opportunity to grow and develop in the trade market also. This time and confidence allowed them to develop their own naval military powers also. The initiation and implementation of such a wise first move in foreign policy was one of many that helped to build the United States into a forceful power. WORKS CITED "James Monroe". History.com 2014. Web. 24 May 2015. http://www.history.com/topics/us-presidents/james-monroe "John Quincy Adams". Biography.com 2014. Web. 24 May 2015. http://www.biography.com/people/john-quincy-adams-9175983#early-political-career Today in History, October 17. American Memory. Library of Congress, 2010. Web. 24 May 2015. http://memory.loc.gov/ammem/today/oct17.html "James Monroe". Millercenter.org http://millercenter.org/president/monroe/essays/biography/1

Movie Piracy Essay -- essays research papers fc

The subject of my paper focuses on movie piracy. Movie Piracy by definition is the illegal copying of movies for personal or commercial use. This is a new epidemic that is affecting the film industry financially on a global level. What are the necessary steps that can be taken on behalf of the film industry that can stop this illegal practice from occurring? Once you walk down the city streets of New York, you can easily find vendors selling their bootleg DVD copies of new released movies for half the price of a movie ticket. At the moment the quality of the movies aren’t at its best, but with the technological advancements, the quality of these bootleg DVD’s are getting better, which means that movie piracy is actually on the rise. This continues to worry both film studios and copyright activist. Movie companies are the ones suffering the most from this illegal practice. While they continue to produce $100 million movies, their profits continue to fall, when people de cide to either pick up a burned copy or download the movie off some illegal Internet site. This essay takes a look at the different forms of movie piracy and what different organizations, such as the MPAA (Motion Picture Association of America) and its international counterpart, MPA (Motion Picture Association), are doing to combat this illegal practice. There are many different forms of piracy and can all affect the movie industry in various ways. The most common type is known as â€Å"Optical Disc Piracy,† which is a major threat to the movie industry. â€Å"Pirate optical discs, which include Laser Discs (LD), Video Compact Discs (VCD) and Digital Versatile Discs (DVD), are inexpensive to manufacture and easy to distribute. In 2000, over 20 million pirate optical discs were seized, and by comparison, 4.5 million videos were seized worldwide in the same period† (Anti-Piracy). Most of this bootleg movies are made through the common practice of recording the movie with a hand held camcorder in the theatres and then being copied or burned onto a VHS or DVD. Illegal copies of certain box office movies are also made from legitimate advance copies of these movies, which are used for screening and marketing purposes. For that reason, one cannot be mistaken into thinking that people in the streets commit most of the pira cy. There was investigation done by AT&T and the Univers... ...ey can also use technology to their advantage. Just the way a rented DVD has a device that prevents a person from recording the movie on to another DVD or VHS, their movies should contain the same device. Although movie piracy is a lucrative business, each small step that the film industry takes, is a small step in preventing movie piracy from occurring. Bibliography 1. "Anti-Piracy." Anti-Piracy. Motion Picture Association of America. 29 Mar. 2005 . 2. Hansell, Saul. "A Supreme Court Showdown." Technology. 28 March 2005. New York Times. 29 March 2005 . 3. Knight, Will. "Insiders Blamed For Most Online Movie Piracy." New Scientist.com. 15 Sep. 2003. New Scientist. 30 Mar. 2005 . 4. Liddle, Craig. "Movie Piracy On The Rise." Electricnews.net. 12 July 2004. ENN. 29 Mar. 2005 . 5. "Movie Piracy." The Cheating Culture. The Cheating Culture. 29 Mar. 2005 . 6. Pruitt, Scarlet. "MPAA: Movie Piracy Is the New Plague." 09 July 2004. PC World. 29 Mar. 2005 .