Women Should Be Treated Equally as Men

If we look back throughout history, women have been treated as a minority everywhere. There have not been many female leaders that have overcome the equality between men and women and made great strides towards different areas such as political, sports and education. In the Bible, Galatians 3:28 says â€Å"There is neither Jew nor Greek, slave nor free, male nor female, for you are all one is Christ Jesus. â€Å". This makes it clear that at everybody and everything is equal, at least in the eyes of God.Unfortunately, there is still a margin of inequality between the sexes today and so the revolution continues. Over the generations, women have always been confined to the perimeters of their home, or worst their kitchens. Since the pre- historic times, women have always been home-makers, while the men are considered to be the hunters, or in modern terms, the breadwinners that put the food on the table. Since then women are to be considered as the weaker sex. The greatest achievement that they get is being a good wife of a man. Luke 10:39 tells us about Mary, who sat at the Lord Jesus' feet, listening to what he said.This was a position of student to a teacher in ancient time, the equivalent of college attendance today. So Mary was doing something quiet shocking and radical. She was appropriating a role normally reserved only for man, since it was thought only men could receive a higher education while women were supposed to stick to their role as home-makers. However, Jesus, instead of rebuking Mar's desire of intellectual and spiritual advancement, encourages her and supports her. He sees her as being equal to men in her desire and capacity for knowledge. Women are usually looked down because of their lack of physical strength.As the saying goes don't Judge a book by its cover. Women are actually talented in many ways. Binary Bout, Margaret Thatcher, Julia Gaillardia, Nadir Gandhi, Among San Sue Sky are women that achieved things in politics. The old adage â €Å"Behind every successful man is a woman† holds strong as well. Throughout history, women have been the encouraging force behind their husbands. In 1757, wealthy widow Martha Dandier Cutis married George Washington, and her background of meaner financed his military and political career. Something special is needed to be done if you want to prove something, but opportunities must be given for that to happen.Women are given less opportunities to show their talents. It is a norm girls to not get enrolled to higher education those days and it is still happening in the rural places. They will get married when they finish their high school or even when they reach 15 years old and their life ends doing chores in the house and carrying the responsibilities as a wife and a mother. Women are not allowed to have their own opinions as men ego's high as the sky and tend to shrug off women's opinion by refusing to take their opinion inconsideration.In the year 2011, USA Today reported t hat two women, Heather Breech of the pharmaceutical firm Mylar and Virginia Roomette of IBM will succeed their predecessor as their respective companies Coos. Roomette succeed Sam Palomino, making her the first female CEO in the company's 100-year history. With the 500 companies in the year 2012. Fast forward to the present, there are now a total of 21 women Coos in Fortune 500 companies, which makes up for 4. 2 percent of Fortune 500 companies' CEO positions. Whereas, in the Fortune 1000 companies, there are 25 women Coos which makes up for 4. Percent of Fortune 1000 companies' CEO positions. When you take a good look at these numbers, it is astounding to realize that even in this era of globalization and gender equality, the corporate world is still a man dominated world. The boardroom is generally a man's playground and the number women who cross the threshold is still scarce. Why does this happen? Well, as I mentioned earlier, the boardroom is where men hold court. For years and years, it has been the exclusive club for men. Male Coos are succeeded by their male underlings and this has been the norm. Why you may ask.I think we can attribute this phenomenon to â€Å"the all-boy network†. Employers are more likely to groom employees who have similar attributes to them to be their successors. Therefore, male employers more than often tend to have male proto ©g ©s as they feel a deeper connection and are more comfortable. It is not often a male employer looks at a woman employee and thinks â€Å"l see a younger version of myself in her†. And the general notion that women do not make good leaders as they lack assertiveness and managerial skills does not help to boost women's numbers in the corporate world.This leads to world-wide phenomenon- the glass ceiling effect. The glass ceiling effect is defined as an intangible barrier within a hierarchy that prevents women or minorities from obtaining upper-level positions. It is a phenomenon whereby a woman who has the same abilities and talents has a much slower rate at progressing through the corporate ladder compared to a man. The overall labor market is mostly segregated by sex where women executives are concentrated into certain types of jobs – mostly staff and support Jobs – that offer little opportunity for getting to the top.A 1986 Wall Street Journal survey found â€Å"The highest ranking women in most industries are in non-operating areas such as personnel, public relations, or, occasionally, finance specialties that seldom lead to the most powerful top- management posts. † Women are locked out of Jobs in the â€Å"business mainstream,† the route taken by Coos and presidents. But even when women can get a line Job, it is not likely to be â€Å"in a crucial part of the business† or the type of Job that can â€Å"mark them as leaders. † (quoted from : http://www. Feminist. Org/research/business/ ebb_glass. HTML ). Women are not considered to be policy makers and more than often relegated to parts of business that keeps them out of the boardroom thus mulling any chances of them becoming Coos or COOS of their companies. Besides glass ceiling, mommy track is also contributing factor as to why women are not considered for top positions in their companies. Mommy track is defined as a career path determined by work arrangements offering mothers certain benefits, such as flexible hours, but usually providing them with fewer opportunities for advancement.Women who are in the mommy track situation more than often take themselves out f the running, settling for lower-level positions with more predictable hours and less responsibility. Everyday women are subjects of some sort of abuse – domestic abuse in their homes and objects of sexual harassment in their workplaces. Even in these modern days, we still hear and read stories of women beaten by their brought shame to the family is deemed not worthy of living. They are abused, tortured and killed by their husbands, their in-laws or worst by their own family members.According to United Nations (UN) statistics, more than 5,000 women and girls are murdered every year in the name of honor killings across the world. It is completely horrifying to know that women around the world are being slaughtered for completely ridiculous reasons. For an example, the case of Nor Baser and Nor She's, aged 15 and 16, who were gunned down alongside their mother by their step brother because they were filmed dancing in the rain. These girls were thought to have brought great dishonor and shame for allowing themselves to be filmed.Abuse also happens in the workplace for women. Women are more often subjected to sexual harassments by their male employers or their male counterparts. Many en do not know what qualifies as sexual harassment and might do this unwittingly. But some forms of harassment are more prevalent. For an example, physical sexual harassment that includes distasteful action such as touching of an intimate body part, patting, pinching, stroking, brushing up against the body, hugging, kissing, fondling and sexual assault.This type of harassment makes the working environment uncomfortable for women and more than often nothing is done to eradicate these problems. Besides that, women could also be coerced to trade in sexual favors with her employers for career advancement. One of the reason why women should be treated in a parallel way with men is because women prejudiced against another women. As an example, a woman who has broken the glass ceiling than often might not hold out a helping hand to another women who is struggling too. This happens when a women begins to be quite Judgmental towards another women.A senior manager might tend to look at the struggling Junior manager as not worthy and has not bring any good impacts in the future of the company. Besides that, the all boys network had been another reason why a women preju diced against another women. A senior position women might be the only high position female in the band of brotherhood, so she tends to be like one of the boys and she has to play by their rules. Women that are highly educated, independent and assertive could be considered as egoistic, conceited and self-absorbed by another women.Women with high position tends to be working or acting like a men when they are in the office. They are more likely to behave like a men's personality, as these traits are more generally associated with men. When something bad happens, like harassment, abuse or rape, the victims especially women will be caused, blamed and are noninsured to deserved it as it was her fault. Women which is not in fault sometimes will be accused on doing what they did not do. This should not happen because it is not good when someone is being treated one-sided.Women should be treated the same way as men because they also has the rights to not being caused by another person or m en. We must be equal towards two gender and not by Just accusing women because they have their rights too. Women should be treated parallel to men because there should not be any one-sided treat against another gender as we are all humans. There should be equality between two genders. Besides that, women should be treated in a parallel way with men because women are more emotional than men.Women tends to allow emotions to rule over them more than often take due to their role as a mother and wife in the home. The differences between men and women are that women do not think like men. Women decision making skills are more doubtful because most of the time they could be overcome with emotions and more often do not make a clear headed decision in life. Women sometimes become too involved and find it hard to be more impartial like their male counterparts. Women are more emotionally effected rather than men.As an example women will not be able to concentrate on their work when they have e motional problem which is vice versa compared to men. Men do not let their emotions control them when they are working. Liability in the corporate world, when a women gives birth too child, she will automatically burdened with dual responsibilities. She has to work double the effort to raise the child. When a women has to work and take care of her children she will not be able to do all the work and this will definitely affects her output in the courier.Women cannot do multi-tasking like men. Women mostly can only do one thing at a time not like men, men can do multi-tasking because men are more optimistic than women. Women with high applicability might be able to stand the pressure in work life and in the home. She might be able to take care of their children and she also knows how to keep her work done neatly. The equality between gender should be handle or treated equally as it will not be one-sided problem solving. This is very important because one-sided problem solving will no t assure an equality in solving problems.In short, women could make good sections and are not overcome with emotions as they are pictured. Emotions do not make people bad leaders butt helps them to be empathetic and sympathetic of others' plights and this in turn helps them to make better decisions. A career woman who is also a wife and a mother do not automatically have a lower output at work. Employers play an important role in this. An accommodating employer will find themselves with a good employee. But unfortunately, more than often, new mothers are pressurized by their employers that sometimes the women are left to choose either career or family.

Assessment for Teacher Essay

The primary purpose of assessment is for the learner to provide evidence of learning by demonstrating the understanding of content and achievement of learning outcomes. This gives an insight of their strengths and areas of development. Whereas for teacher, it provides a moment to review their assessment strategies in terms of effectiveness and facilitate progression by giving constructive feedback. It also informs the curriculum board, managers, and relevant staff to evaluate learning programmes for any improvements. Learners are assessed through various stages of learning journey by using variety of methods and strategies. They are usually assessed formatively before or during the course and summatively near or the end of it. Formative assessment provides a continuous source of information about students’ progress, improvement and problems encountered in the learning process. It could be an â€Å"Initial Assessment† to determine prior knowledge or â€Å"Diagnostic Assessment† to find areas of development and strengths. Feedback is an integral part of it. (NCFOT, 1999) said it â€Å"occurs when teachers feed information back to the students in ways that enable the student to learn better, or when students can engage in a similar, self-reflective process†(Principle 4). It has also been supported by several educationists such as Scales (2008 p. 179), Black and William (1998: 17) and Reece and Walker (2007 p. 325). Formative assessments are not graded which allows flexibility to modify and adjust the teaching practices and reflect the needs and progress of learners as well as motivating them. However, formative assessment in its purist form is seldom used (Brookhart, 1999). I feel that teachers should be given training to as â€Å"how† and â€Å"when† to employ it successfully. There are variety of methods by which students are assessed formatively such as Accreditation of prior learning (APL), Observation, Oral Questioning, Discussion, Role play, Case study, Essays, Projects, Assignments, MCQs etc. which when used in combination has proven effective in measuring a variety of complex learning outcomes (Reece and Walker, 2007, p. 326) It is useful for development of â€Å"Cognitive†, â€Å"Psychomotor† and â€Å"Affective Domains† of learning as explained in Bloom’s Taxonomy and could assess higher order skills of these domains. Some teachers are predominantly concerned with cognitive learning with some use of psychomotor skills but affective learning can be a useful tool in changing attitudes i. e. gender, culture etc. even if it’s not a requirement of a course. Summative Assessment happens at the end of the course, unit etc. and is for grading and decision purpose. It is used for informing employers, institutions etc. about learner’s overall performance. It does not however, give information about detailed abilities of learner and there is no feedback so it is debated for its complete reliability and validity. (Scales, 2008 and Rust, 2002). Learners are assessed summatively mostly by Examination, Assignments, Portfolios, and Essays. They develop the skill levels of ‘cognitive and psychomotor domains’ depending on how effectively they are set out and the type of course. ‘MCQs’ and ‘Viva’ for instance can provide better coverage of syllabus as well as assessment of deeper knowledge whereas essays does not serve the same purpose but assess higher levels of cognitive domain i. e. synthesis and evaluation. Feedback is an important element of assessment and is directly related to motivation. In order to accelerate learning process it has to be timely, positive and constructive. â€Å"Maslow’s hierarchy makes us think about the total experience†¦.. From physiological factors†¦. to relationships (do we give positive regard and development feedback? ) to self-esteem needs (‘I’m no good †¦ ’), his hierarchy provides a useful device to help us understand learning and motivation(Scales, 2008 p. 72). We need to keep records to track and monitor the progress of our learners. They are many different types of internal, external and formal and informal records. Internal records include mark books, matrix, learner progress sheets/ reviews and results of mock tests. In ESOL, we keep records of Initial interview, Initial assessment, spiky profile, ILPs, Diagnostic assessment, Formative assessment, observation reports, feedback reports, peer/self assessments and Summative assessments to assess the progress of learners and efficacy of programme and teaching. The external records include all the evidence in form of written work or internal verification to sent to external bodies i. e. exam board, auditing bodies, other educational organisations, support staff, etc.

Gay marriage

Creating discrimination against same-sex couples. People of faith are the biggest advocates against same-sex marriages. With the belief that marriage is the foundation for procreation, same-sex couples, without the ability to have their own child, should not be allowed the right of marriage. Seeing that there are many rights and responsibilities associated with marriage, same-sex couples are denied these and are being discriminated against.Same-sex couples are denied the right to make decisions regarding their partner's health and medical treatment. This emotional trauma, as well as the inability to adopt one another's children, is experienced by same-sex couples every day. Although many states have adopted civil unions, they are separate and unequal. Same-sex marriage should be legalized to create equality and eliminate the injustice involving same-sex couples. The legalization of same-sex arriage has been a battle that has been raging since the late twentieth century.By not allowin g same-sex marriage, the United Sates is creating discrimination against same-sex couples. People of faith are the biggest advocates against same-sex marriages. With the belief that marriage is the foundation for procreation, same-sex couples, without the ability to have their own child, should not be allowed the right of marriage. Seeing that there are many rights and responsibilities associated with arriage, same-sex couples are denied these and are being discriminated against.Same-sex couples are denied the right to make decisions regarding their partner's health and medical treatment. This emotional trauma, as well as the inability to adopt one another's children, is experienced by same-sex couples every day. Although many states have adopted civil unions, they are separate and unequal. Same-sex marriage should be legalized to create equality and eliminate the injustice involving same-sex couples. Gay Marriage Gay Marriage BY gapping Gay Marriage: The Struggle for Equal Rights Gerald Priest Gene. 195 July 2, 2014 Lily David Since the age of dawn people have fought for equal rights, Blacks, Mexicans and women Just to name a few. In this day of age by now everyone should have equal rights but they do not. The gay and lesbian community is still struggling for equal rights. Gays and lesbian want rights Just like everyone else like marriage. Gay marriage is important to the gay and lesbian community to make them feel equal, have the benefits like others and be socially accepted. Equal Rights In February 2014, Arizona government introduced SHABBY.SHABBY is a bill that would allow business owners in Arizona to legally deny service to same sex couples by citing their religious beliefs. Governor Jan Brewer vetoed SHABBY, Brewer citied â€Å"unintended and negative consequences† (Broody, 2014 peg. 56). Equal rights is a given right, well not exactly. If someone falls into a certain group or c ommunity, like the gay and lesbian community, their rights are very limited. Marriage is one of those rights that the gay and lesbian community does not have. Marriage is a human right which should be allowed for everyone and not discriminate others. BenefitsBenefits plays a major role in gay marriage, not only for finances but medical wise. For example there is a gay couple, not married because the state does not allow it, and one of them becomes very ill and passes away. Well the other partner does not have any rights to claim his partner's body, his partner's family does. The partner can not even plan the funeral or even keep anything that was his partner's. Sometimes this is the case because their family never liked their child being with the same sex, so they punish their child's partner by doing so. So having that title as being married is very important.Most Jobs you have to be married to receive your partner's benefits but how if the state will not allow them to marry. In an article it states, â€Å"The Defense of Marriage Act by the Congress of the U. S. Prevents the same-sex partners from receiving benefits† (Passe, 2012 peg. 459-472). This is Congress denying benefits, their rights to gays and lesbians. Social Acceptance When society see two guys holding hands or even kissing, they call them names, throw things at them, give them dirty looks or even worst cases kill them. Now it is kind of different when people see two girls hold hands or even kiss.Society views says and lesbians as a disgrace, they look down on them like they are not even humans. Gays and lesbians Just want to walk and hold hands without the fear of society showing negative behavior. â€Å"Although sharply divided, public attitudes toward gays and lesbians are rapidly changing to reflect greater acceptance, with younger generations leading the way (Harms, 2011). † Gays and lesbians have seen a change in society, society is a bit more accepting than how it used to be s lowly but surely. Conclusion The gay and lesbian community has overcame struggles to get to where they are at today, but still going through more struggles.The importance of gay marriage is equal rights, benefits and being socially accepted. Gay marriage Creating discrimination against same-sex couples. People of faith are the biggest advocates against same-sex marriages. With the belief that marriage is the foundation for procreation, same-sex couples, without the ability to have their own child, should not be allowed the right of marriage. Seeing that there are many rights and responsibilities associated with marriage, same-sex couples are denied these and are being discriminated against.Same-sex couples are denied the right to make decisions regarding their partner's health and medical treatment. This emotional trauma, as well as the inability to adopt one another's children, is experienced by same-sex couples every day. Although many states have adopted civil unions, they are separate and unequal. Same-sex marriage should be legalized to create equality and eliminate the injustice involving same-sex couples. The legalization of same-sex arriage has been a battle that has been raging since the late twentieth century.By not allowin g same-sex marriage, the United Sates is creating discrimination against same-sex couples. People of faith are the biggest advocates against same-sex marriages. With the belief that marriage is the foundation for procreation, same-sex couples, without the ability to have their own child, should not be allowed the right of marriage. Seeing that there are many rights and responsibilities associated with arriage, same-sex couples are denied these and are being discriminated against.Same-sex couples are denied the right to make decisions regarding their partner's health and medical treatment. This emotional trauma, as well as the inability to adopt one another's children, is experienced by same-sex couples every day. Although many states have adopted civil unions, they are separate and unequal. Same-sex marriage should be legalized to create equality and eliminate the injustice involving same-sex couples. Gay Marriage Gay Marriage BY gapping Gay Marriage: The Struggle for Equal Rights Gerald Priest Gene. 195 July 2, 2014 Lily David Since the age of dawn people have fought for equal rights, Blacks, Mexicans and women Just to name a few. In this day of age by now everyone should have equal rights but they do not. The gay and lesbian community is still struggling for equal rights. Gays and lesbian want rights Just like everyone else like marriage. Gay marriage is important to the gay and lesbian community to make them feel equal, have the benefits like others and be socially accepted. Equal Rights In February 2014, Arizona government introduced SHABBY.SHABBY is a bill that would allow business owners in Arizona to legally deny service to same sex couples by citing their religious beliefs. Governor Jan Brewer vetoed SHABBY, Brewer citied â€Å"unintended and negative consequences† (Broody, 2014 peg. 56). Equal rights is a given right, well not exactly. If someone falls into a certain group or c ommunity, like the gay and lesbian community, their rights are very limited. Marriage is one of those rights that the gay and lesbian community does not have. Marriage is a human right which should be allowed for everyone and not discriminate others. BenefitsBenefits plays a major role in gay marriage, not only for finances but medical wise. For example there is a gay couple, not married because the state does not allow it, and one of them becomes very ill and passes away. Well the other partner does not have any rights to claim his partner's body, his partner's family does. The partner can not even plan the funeral or even keep anything that was his partner's. Sometimes this is the case because their family never liked their child being with the same sex, so they punish their child's partner by doing so. So having that title as being married is very important.Most Jobs you have to be married to receive your partner's benefits but how if the state will not allow them to marry. In an article it states, â€Å"The Defense of Marriage Act by the Congress of the U. S. Prevents the same-sex partners from receiving benefits† (Passe, 2012 peg. 459-472). This is Congress denying benefits, their rights to gays and lesbians. Social Acceptance When society see two guys holding hands or even kissing, they call them names, throw things at them, give them dirty looks or even worst cases kill them. Now it is kind of different when people see two girls hold hands or even kiss.Society views says and lesbians as a disgrace, they look down on them like they are not even humans. Gays and lesbians Just want to walk and hold hands without the fear of society showing negative behavior. â€Å"Although sharply divided, public attitudes toward gays and lesbians are rapidly changing to reflect greater acceptance, with younger generations leading the way (Harms, 2011). † Gays and lesbians have seen a change in society, society is a bit more accepting than how it used to be s lowly but surely. Conclusion The gay and lesbian community has overcame struggles to get to where they are at today, but still going through more struggles.The importance of gay marriage is equal rights, benefits and being socially accepted. Gay Marriage Gay Marriage BY gapping Gay Marriage: The Struggle for Equal Rights Gerald Priest Gene. 195 July 2, 2014 Lily David Since the age of dawn people have fought for equal rights, Blacks, Mexicans and women Just to name a few. In this day of age by now everyone should have equal rights but they do not. The gay and lesbian community is still struggling for equal rights. Gays and lesbian want rights Just like everyone else like marriage. Gay marriage is important to the gay and lesbian community to make them feel equal, have the benefits like others and be socially accepted. Equal Rights In February 2014, Arizona government introduced SHABBY.SHABBY is a bill that would allow business owners in Arizona to legally deny service to same sex couples by citing their religious beliefs. Governor Jan Brewer vetoed SHABBY, Brewer citied â€Å"unintended and negative consequences† (Broody, 2014 peg. 56). Equal rights is a given right, well not exactly. If someone falls into a certain group or c ommunity, like the gay and lesbian community, their rights are very limited. Marriage is one of those rights that the gay and lesbian community does not have. Marriage is a human right which should be allowed for everyone and not discriminate others. BenefitsBenefits plays a major role in gay marriage, not only for finances but medical wise. For example there is a gay couple, not married because the state does not allow it, and one of them becomes very ill and passes away. Well the other partner does not have any rights to claim his partner's body, his partner's family does. The partner can not even plan the funeral or even keep anything that was his partner's. Sometimes this is the case because their family never liked their child being with the same sex, so they punish their child's partner by doing so. So having that title as being married is very important.Most Jobs you have to be married to receive your partner's benefits but how if the state will not allow them to marry. In an article it states, â€Å"The Defense of Marriage Act by the Congress of the U. S. Prevents the same-sex partners from receiving benefits† (Passe, 2012 peg. 459-472). This is Congress denying benefits, their rights to gays and lesbians. Social Acceptance When society see two guys holding hands or even kissing, they call them names, throw things at them, give them dirty looks or even worst cases kill them. Now it is kind of different when people see two girls hold hands or even kiss.Society views says and lesbians as a disgrace, they look down on them like they are not even humans. Gays and lesbians Just want to walk and hold hands without the fear of society showing negative behavior. â€Å"Although sharply divided, public attitudes toward gays and lesbians are rapidly changing to reflect greater acceptance, with younger generations leading the way (Harms, 2011). † Gays and lesbians have seen a change in society, society is a bit more accepting than how it used to be s lowly but surely. Conclusion The gay and lesbian community has overcame struggles to get to where they are at today, but still going through more struggles.The importance of gay marriage is equal rights, benefits and being socially accepted.

Drones and how they are becoming more advanced along with the safety Term Paper

Drones and how they are becoming more advanced along with the safety concerns of civilian drones - Term Paper Example There are different types of drones but they can be grouped into two basic groups as the international civil aviation organization (ICAO) classifies them (OBrien, n.d.). These classifications are autonomous aircrafts and the remotely controlled aircrafts. The autonomous aircrafts are considered unsuitable for regulation at the moment, due to legal and liability issues involved. On the other hand, the remotely controlled aircraft are suitable and convenient to use because they are subject to civil regulation by the ICAO and are always under the regulation of the relevant national aviation authority of respective countries. One can also classify drone into those that are used for reconnaissance and surveillance purposes and those that are used for combat; those that are armed with bombs and missiles. Typically, the drones are launched and recovered by the means of a function of an automated program or system or by an external operator from the ground. Drones have been employed in the military and the special operation application; they have also been employed in civil applications such as policing and firefighting, as well as inspection of power or pipelines. Drones have been preferred for missions that are believed to endanger the lives of hr pilots, or in other words, in areas are too dangerous and dirty for the manned aircrafts (OBrien, n.d.). The popularity of drones can be associated with its uses, which covers a wide area of application in the daily life situations. The application of drones makes them an interesting technology for governments, business people, non-governmental organization and the like, to employ I their dealings. To begin with, drones have been used extensively in commercial aerial surveillance, like the monitoring of livestock, mapping of wildfire, home security, pipeline security and so on. This is because surveillance of such vast areas would normally command a huge investment in terms of capital, but

Ancient Chinese Contributons Essay Example | Topics and Well Written Essays - 750 words

Ancient Chinese Contributons - Essay Example The top ten ancient Chinese invention and include paper, money, iron and bronze, gunpowder, printing press, umbrellas, clocks, compasses, porcelain, and alcohol (Van et al., 2010). Beginning with a close look at the invention of the clock, we find out that researchers claim the invention of the first clocks was the doing of a man who bore the name of Yi Xing. This man was a Buddhist monk and a mathematician belonging to the Tang Dynasty (618-907). History claims that Yi’s clock operated with water that steadily dripped on a wheel that made a full revolution every twenty-four hours. Prior to Yi’s clock, other inventors later came up with different ideas of creating clocks but still maintained Yi Xing’s clock design. However, an astronomer and mechanist named Su Song of the Song Dynasty (906-1272) years later created a more sophisticated clock that eventually developed into the modern clock. The other crucial invention from ancient China was harvesting silk and usi ng it to make clothes and paper (Van et al., 2010). The oldest silk discovery took place in Henan Province at around 3,630 BC. Silk invention did not only become a vital material for making clothes in China, but it also connected China to the outside world in terms of business. Processing of iron ore was another Chinese invention that dates back to the fifth century (Van et al., 2010). Archeological evidence confirms that iron makers used pig iron to make iron but later on advanced to steel melting. The first well-known Chinese metallurgist in ancient China bore the name of Qiwu Huaiwen of the northern Dynasty; he invented a more advanced process of making iron by using wrought and cast iron to make steel. Compass also tops the list of crucial Chinese inventions and contributions (Van et al., 2010). History claims that the ancient Chinese compasses were not specifically for navigation purposes but were rather meant to harmonize buildings and environments in accordance with the princ iples of Feng Shui’s geometrics. In addition, the ancient Chinese also invented Gunpowder in the ninth century (Van et al., 2010). The other common name of gunpowder is black powder, and it is a mixture of sulfur, charcoal and potassium nitrate. Gunpowder acts as a propellant in firearms and as a pyrotechnic composition in fireworks because it burns rapidly and generates a large amount of heat and gas. Paper was among crucial inventions made by the ancient Chinese. A man bearing the name of Cai Lun of the eastern Han Dynasty (25-220) was the man to invent the world’s first batch of paper using fishnets, tree bark, and bits of rope and rags, hence placing China in the forefront as a main contributor to the development of human civilization because paper is currently a crucial element in millions of people’s lives. Currency also originated from ancient China. The ancient Chinese did not invent currency instantly but rather used cowry shells as their means of excha nge. These individuals used cowry shells in trade until coins were introduced in around the fifth century (Van et al., 2010). Decades later, the coins advanced to bronze with a square hole and henceforth became a means of exchange all over China as well as in other countries. Porcelain is among the Chinese inventions and contributions whose main application was in the production of home ware and

Rooms Devision Operations Management Assignment

Rooms Devision Operations Management - Assignment Example As such, legislation typically deals with safeguarding the privacy of all guests residing in the property, the security of individual guests and their property while they are in their respective rooms, and the protection of the personal information. Hospitality facilities have the legal and ethical responsibility to ensure the protection of the personal information that is provided to them by their guests. This information can include, but is certainly not limited to, the names of each guests, their personal, and financial information. This data is typically provided to the hotel at the time of registration, and again at check-in. When each guests checks out from the property, the obligation of the property to properly dispose of all such information is legally stipulated as well. There is also the expectation that the front of area staff should not divulge information about any current, future, or past guest unless they have specific permission and authorization to do so (McMillan, 2013). In terms of each individual room within the property, the staff in the accommodations division are charged with the responsibility of ensuring the safety and security of the personal property of each guests, and they should take all reasonable and customary measure to see after the personal safety of their guests as well. There is also the legal expectation that guest rooms be maintained according to the standards of cleanliness as dictated by the location in which the hotel property is located. 1.2 Roles and Responsibilities of Accommodation and Reception Staff The accommodations staff is largely responsible for maintaining each guest room and ensuring that is up to the expected of standards of the property each every night. Such staff people are also to make themselves available on as needed basis in order to facilitate the demands of guests as they happen. This includes make available any items that might have been neglected during the cleaning and room preparation process . The staff in the accommodations division must also set the standard of quality and cleanliness for the hotel, as they are the individuals responsible to ensure that each room is properly cleaned and prepared each evening. This is done in accordance with the level of quality that the respective property is designed to maintain. The staff at the reception of a hotel are also invaluable to this end as well, as they are the individuals that take care of the guests before and their arrival, and upon check out as well. It should be pointed out the the reception staff are usually the first contact people that the guests have at a hotel. They are also the individuals at the hotel that a guest often goes to first when they have a complaint about certain aspects of the room division operations, so the staff should be adequately trained in conflict resolution. Members of the receptions staff should be trained in how to accommodate the demands of their guests, within reason, and to make that they do everything in their power to make sure that their stay is memorable, from check-in through check-out. It should finally be noted that members of the reception staff are also responsible for the normal tasks of checking in customers, helping them to pay their bills, and making sure that all of their concerns have been properly addressed throughout their stay. Since they are the most visible component and human face of the hotel, they need to strive to always be pleasant and accommodating in all of their dealings with each guest

Was Abigail Adams politically correct to use her influence to defend Essay

Was Abigail Adams politically correct to use her influence to defend womens rights - Essay Example the ladies, we are determined to forment rebellion, and will not hold ourselves bound by any laws in which we have no voice or representation."(The Book of Abigail and John, March 1976. Pp. 121-122) By this she meant to remember the women’s rights in the passage of the laws, and the women who worked hard for the independence of America. Her words to that letter were threatening, invoking the power of women to form a rebellion if they were not heard by authorities. She argued that women were not created for sex purpose only. Here, Abigail tried to explain in her letter that women should not be oppressed and should be treated with equality or otherwise break the old system of masculine sovereignty. Abigail was also concerned on discriminations and domestic problems of the people, particularly, her friends, who had to leave Boston. There was a great turmoil and resistance from Boston people over the oppressive taxes by the British government at that time, so the public was restiv e. The famous Boston Tea Party came about in this particular period to demonstrate protests on taxes. The Boston Tea Party that threw loads of tea to the sea was a showdown of protest that imminently led to a revolution. Due perhaps to this commotion, many people had to leave Boston, and that included friends of Adam’s family. Abigail complained about this on her letter to John Adams on July 12, 1775 relating to him the difficulty of Mr. Hayden and Mr. Trott in finding a suitable home in Braintree ( Adams Electronic Archive, n.d.) .Housing was one of the problems that could be articulated in the letter. Therefore, it is a national problem that could only be addressed by the government. She probably felt her husband had the power to give solution to this tight spot of domestic problems. In... The paper describes and outlines the role of the small women Abigail Adams in the history of America. Abigail felt her husband had the power to convince lawmakers to change the fate of women’s lives. In the early days, once women got married, everything had to be consulted to the husband. Women’s roles were to be housewives and to raise children. Working outside the house, or in a factory was in their farthest dreams. All these changed with the American Revolution. Women found new roles and satisfying jobs in seeking the freedom of the country. Perceptions of women on their roles changed too so that it gradually revolutionized their role’s perspectives. As a woman who had connections, Mrs. Adams probably thought she can employ her influence to change the lives’ direction of women; and above all, she was a woman who felt the predicaments of women in the society. Indeed, Abigail Adams was correct, because she sparked the idealism for women and became an infl uential figure of her time. Little did she know that her letter would chart the destiny of women. Had she kept her cool and quiet, progress could have been stalled. . The spirit of activism and heroism which are still felt today is an aftermath of Abigail’s influence and that of the women who insisted on their rights. Once the women were granted privileges, significant changes were made. We now have women leaders in the government and heads of states, representatives and senators. Men and women together showed action and dedication to work for a change.

In the order instructions Essay Example | Topics and Well Written Essays - 4000 words

In the order instructions - Essay Example Cassie visited the gym and asked whether or not Zak would like to buy a new rowing machine. She said that she knew that Zak did not generally order goods through his gym managers, but that this was a one-off opportunity to buy at a bargain price. Alex said that he would email Zak to see whether Zak did want to buy the machine. Alex could not connect his computer to the internet. Fearing that Zak would lose a good opportunity, he untruthfully told Cassie that Zak had approved the purchase. Zak has now told Alex that he will not be bound by either contract which Alex made. Zak already owns several spare sets of weights and the rowing-machine was very overpriced. Duncan, a customer of the gym, offered to buy an old display cabinet which was placed near to the reception area of the gym. Alex thought that the price which Duncan offered,  £200, was very generous and so he accepted the offer on Zak’s behalf. Zak is refusing to be bound by this contract as he has subsequently discov ered that the display cabinet is an antique worth about  £3,000. Four months ago Zak decided that the gym which Alex was running should have a carom billiard table. This was a new venture as none of his other gyms had ever had a snooker or billiard table. Zak agreed to buy a carom billiard table from its manufacturer, Billiard Ltd. The table was to have a heated cloth so that the billiard balls would travel across it more quickly. The billiard table was delivered one month later. Three weeks after delivery, the heating system intermittently broke down. Zak contacted Billiard Ltd, who said that they would send an engineer out to look at the problem. The billiard table had proved very popular and Zak told Alex to let customers keep playing on it. The engineer told Zak that the billiard table would have to be taken back to the manufacturer’s factory for repairs, which would take about five weeks. Zak said that he would have to think

Organisational change at WA Police Communications Case Study

Organisational change at WA Police Communications - Case Study Example Organizations are faced with chaos every day, and managerial role will involve bringing about order, and simplifying the manner in which problems are dealt with every day. Therefore, managers should take care of the needs of the people their actions have an effect on by considering the effects their decisions will have on them. Leaders should always be flexible in dealing with different situations, and they should reframe their experiences and always endeavor to seek new ways of dealing with situations. Bolman and Deal explain that management should be an ethical and moral role so that leaders are able to understand the employees’ heritage and personal needs, and this will increase productivity. Therefore, leaders should thrive on combining business with values and purpose so that everyone in the organization feels comfortable when working. In reframing or changing organizations, Bolman and Deal put an emphasis on the need to concentrate on organizational practices in order to achieve productivity. They use a four frame model that will help organizations in changing their practices, Structural, human resource, po ­litical, and symbolic, which give the notion that the same problem or situation can be viewed in four different ways. Each of the frames is powerful on their own, but when they are applied together, they help to get a broad picture of any organization. These frames are used to identify the problems in organizations and the measures that are best suited to cope with it satisfactorily. The structural frame puts an emphasis on organizational goals, roles and relationships in the organization. It is the blueprint for what each employee is expected to complete since it will help device... The paper gives detailed information about the structural problems in the organization such as the lack of feedback and recognition on the tasks that the employees engage in every day. Every employee has their task, but the problem is that no one knows if they are doing the right thing or not. The structural frame requires that the employees are given tasks and roles according to their competencies, and they have an idea of what is expected of them. It requires a stable, working environment, where the employees will have clearly defined role, and this will be beneficial in carrying out their tasks since they know what the management expects from them. Feedback is significant since it will motivate the employees in their work, and it will make them work hard to see that they have accomplished their goals. WA police communication seems to have problems with the way they handle their internal politics, which are detrimental to their operations. Conflicts in organizations are bound to oc cur since people will have different views on how to approach different problems in the organization. Therefore, decision-making plays a crucial role in determining the way organizations handle their political issues. WA police communication decision-making roles are vested on the management of the organization, and employees do not participate. They complain that they have no say in the way things in the call center are run, and they are the ones to implement the decisions made by the management.

HR Strategy for DeVry, Inc Essay Example | Topics and Well Written Essays - 2500 words

HR Strategy for DeVry, Inc - Essay Example Wal Mart is a typical US success story. Founded in 1962 as the vision of a single man, Sam Walton, the super stores today symbolize American entrepreneurship. Wal Mart has consistently been regarded as one of the best Fortune 500 companies in the United States over the years. This has been feasible because of the unflinching commitment of the management to the customer and its focus on people including its employees denoted as associates. Wal Mart is a global company with more than 1.3 million associates, 5000 stores and wholesale clubs in over 15 countries. It is the most admired retailer and generated over $ 256 billion in global revenue with an increase in $ 26 billion in sales in 2004. The company has consistently delivered high levels of growth and benefits to customers as well as share holders. On the basis of its overall vision and culture, Wal Mart has based its personnel selection, development and growth strategies on the principles of transparency, equality of opportunity, diversity and effective use of automation. Growth is attained by providing personnel opportunities for aptitude and career alignment, training and continuous objective feed back. This achieves loyalty, affiliation and continuity for the company. The policy of diversity enables effective alignment of the associate with the customer base which is derived from all communities. The detailed nuances of the personnel development policies of Wal Mart in relation to the above facets are being covered herein:- (a) Non Discrimination in Selection. The company follows non discriminatory policy of hiring and selection of its Associates which is the first tier of employees. Wal Mart's HR Strategy comprises of development of effective processes for all its systems such as hiring, selection and so on.

Will the Z generation be the laziest generation yet because of smart Research Paper

Will the Z generation be the laziest generation yet because of smart technology - Research Paper Example This generation heavily relies on the social media to socialize and communicate to their friends. The generation is believed to have brilliant minds in regard to using the internet in seek solution to various problems affecting their lives. â€Å"Youths have the common need of a future worth living† (Weber and Greenberg 6) For instance, if they have a complication in regard to health, they just go to the internet to find answers (Sladek 18). It has been argued that generation Z has little secret in their lives especially when dealing with social media. They are willing to disclose and discuss any information with friends and strangers in their social media platforms. Hutchby and Moran-Ellis (1) argued that â€Å"the increase interplay between children and technologies poses critical questions for how we can understand the nature of childhood in ate modern society†. For instance, this generation does not care about sharing their private life especially on their intimate life. They like constantly being on mobile phones texting and on social media chatting and updating status (Weber and Greenberg 26). This generation is disadvantaged because they do not concentrate on their class work since most of the time they are online chatting and updating their status. â€Å"Most U.S teenagers participate in online social network sites at the expense of other activities† (Bers 7). With the use technology, the generation does not mostly rely on class work since they can easily get any information they want from the internet. This is what has contributed to the issue of plagiarism. They just copy the work of other people that has been placed on internet and present it as their own. In another dimension, the generation does not want to struggle much researching on what they are given by their teachers. They like concentrating on results they get from the internet (Gudith 110) It has also been found that most of the people in

Negative Economic Impact of the Ppaca Essay Example for Free

Negative Economic Impact of the Ppaca Essay Negative Economic Impact of the Patient Protection and Accountable Care Act The Patient Protection and Affordable Care Act (PPACA) also referred to as ObamaCare, federal healthcare law, Affordable Care Act, or ACA, is a United States federal Statute signed into law on March 23, 2010, by President Barack Obama. In combination with the Healthcare and Education Reconciliation Act, it represents the most significant regulatory overhaul of the U.S. healthcare system since the passage of Medicare and Medicaid in 1965 (Patient Protection and Affordable Care Act). The PPACA is intended to increase the number of health insured Americans and reduce the overall costs of healthcare. The PPACA will revamp the current health insurance system by extending health insurance coverage to nearly 32 million currently uninsured Americans; 18 million through Medicaid expansion to individuals with incomes under the 133 percent federal poverty line (FPL), and 18 million through government exchange subsidies to individuals with incomes up to 400 percent of the FPL. Citizens and legal residents in families with income between 100 and 400 percent of poverty who purchase coverage through a health insurance exchange are eligible for a tax credit to reduce the cost of coverage. To subsidize the additional 32 million individuals covered, the new law introduces 18 new taxes and penalties on individuals, employers, and businesses (Campbell). Though the PPACAs intent is to lower healthcare costs, it will increase the federal deficit, increase state deficits, hinder employment, job creation and innovation, increase health insurance costs, and delay economic growth. These negative economic issues are far-reaching and long lasting. Increase the Federal Deficit One of the goals for the PPACA was to reduce the federal deficit by a small amount in the first ten years and by trillions of dollars thereafter. Contrary to this key objective, the combination of mandates and taxes will not reduce the federal deficit, but will likely increase it. The PPACA is estimated to increase the federal deficit by $75 billion, per year, resulting in the nation’s publicly held debt to grow to $753 billion higher at the end of 2020 (Campbell). Once the government begins to pay health insurance for individuals through subsidies and bring people into the government insurance program in the later half of the decade, this growing debt will balloon. The CBO’s updated 2011 estimates found that the PPACA will increase federal outlays by roughly $604 billion between 2012 and 2021 (Blahous). The excessive debt will drive out productive investments and lead to an estimated 670,000 lost job opportunities annually. The imposed tax hikes are anticipated to cost taxpayers $503 billion over 10 years and more in the future to subsidize government spending on new entitlements (Dubay). The standing budget analysis is very limited, as it does not account for how the policy’s combination of spending and increased taxes alters the macroeconomic performance of the economy. The heavy initial costs of the policy hinder economic growth with higher inflation and interest rates, overwhelming the benefits the law hoped to gain in later years. Within the PPACA, legislation double counts $53 billion in Social Security payments, counts $70 billion in premium payments for long-term care insurance programs as revenues, and ignores up to $115 billion in discretionary costs associated with the PPACA (Howard). After discounting the double counting of Social Security payments, long-tern care premium payments as revenue, and takes discretionary costs into account, the true financial deficit of the PPACA during its first ten years is over $562 billion, and $1.15 trillion thereafter (Howard). Increases the State’s Deficit Not only does the PPACA have a serious negative impact on the federal deficit, but also on state’s budgets, several of which are already suffering multibillion-dollar budget deficits. Medicaid spending currently consumes about 20 percent of state’s budgets, crowding out spending on everything else from education to infrastructure (Howard). States will be held responsible for roughly 11 million uninsured Americans who are eligible for Medicaid but have never enrolled. In 2014, many of these individuals will sign up for coverage under the pre-PPACA rate, which varies by state, and is far more complex. The mandated spending makes an already bad fiscal situation worse, as states are projected to face $21 billion in new Medicaid costs from 2014 – 2019, not including up to $12 billion in new administrative costs (Howard). While this reduces the $442 billion in new Medicaid costs for the federal government, many state budgets are already facing huge deficits and cannot afford any new outlays. In fact, they need to cut spending to balance their budgets. The increased rolls of people on Medicaid will continue to put financial pressures on state’s budgets, leading to further economically destructive tax increases, budget cuts, and state employee layoffs. Hinders Employment, Job Creation, and Innovation The PPACA imposes a 2.3% medical device tax, $2.3 billion annual tax on the pharmaceutical industry, and $2,000, per employee, tax penalty on employers with 50 or more workers who do not provide their employee’s insurance coverage or â€Å"adequate† insurance coverage. Stock shares fell in the medical device sector on June 28, 2012, the day the U.S. Supreme Court upheld the majority of the new healthcare law. In accordance with the new law, medical device manufacturers are subjected to pay a 2.3% sales tax on medical device sales. Scheduled to go into effect in January 2013, the excise tax on medical devices is a blow to innovation, will cost the industry more than $28 billion by 2019, destroy 14,000 to 47,1000 jobs, and increase the cost of medical devices (Graham). Several major manufacturers have already been affected and are preparing for the new healthcare tax. Welch Allyn plans to lay off 275 employees, 10% of their workface, over the next three years. Stryker plans on countering the medical device tax by cutting five percent of their global workforce, an estimated 1,170 positions. Zimmer Corp cites the tax for 450 job cuts and a $50 million charge against earnings. Cook Medical has nixed plans to open a manufacturing factory in the United States, moving business overseas to Ireland. Medtronic anticipates a $175 million annual charge against earnings, forcing the company to cut 1,000 jobs between 2012 and 2013. Boston Scientific is removing between 1,200 and 1,400 jobs, while shifting investments and workers overseas to China. In addition to the companies just mentioned, the following companies are also facing future layoffs at the hands of Obamacare. Smith Nephew: 700 employees, Abbott Labs: 700 employees, Coviden: 595 employees, Kinetic Concepts: 427 employees, St. Jude Medical: 300 employees, and Hill Rom: 200 employees. The medical device industry is the sixth leading exporter in the United States (Top US Exports). The impact of this tax will likely reduce exports, thereby exacerbating the trade deficit and damage the medical device industry. Obamacare will hit pharmaceutical companies with more than $20 billion in new taxes over the next ten years. Some companies cannot bear a massive tax bill and risk failure of multimillion-dollar research. The American economy benefits remarkably from the vast amounts that pharmaceutical companies invest into research and development. New drug therapies help increase the economy, because research and development expenses directly create jobs, and successful drugs enrich people’s health and can free up caretakers for more productive pursuits. For example, the cost of caring for those with Alzheimer’s and other forms of dementia will reach $200 billion this year and $1 trillion by 2050 (Pipes). A new treatment that could delay the onset of Alzheimer’s by five years would decrease the prevalence of the disease by 43 percent and save $447 billion by 2050 (Pipes). Beginning in 2014, employers with more than 49 employees will pay a non-deductible penalty of $2,000 for each employee beyond the first 30 employees if they do not offer minimum creditable health coverage. If an employer fails to provide affordable coverage, and at least one employee receives insurance through a state-based exchange, the penalty rises to $3,000 per employee (Howard). The law mandate is estimated to cost businesses an additional $96 billion between 2012 and 2019 (Howard). One economist notes that the $2,000 penalty will amount to costs averaging 15% of wages in the restaurant industry and nearly 10% of wages in the retail sector, provid ing an incentive to hire part-time, lower wage employees (Willnite). Many businesses will move toward hiring part-time instead of full-time employees to mitigate the health-care overhaul’s requirement. â€Å"32% of retail and hospitality company respondents told Mercer consulting firm that they were likely to reduce the number of employees working 30 hours a week or more† (Jargon). The CBO predicts that the law will reduce the number of jobs in the U.S. by one half of one percent, equating to about 700,000 additional Americans being unemployed. Employers with fewer than 50 employees that do not provide health insurance are disincentivized to grow beyond the â€Å"cap† and incur a penalty, further reducing unemployment and growth. One small business owner of an IHOP franchise in New Jersey anticipates penalties up to $220,000 for his 140 uninsured workers, forcing him to raise prices or lay off workers. â€Å"Ultimately, either businesses will close or consumers will pay more† (Dubay). Dana Holding Corp warned their employees of potential layoffs, citing $24 million over the next six years in additional U.S. healthcare expenses. The company has already begun laying off white collar employees. The CBO predicts three million people will lose employer based coverage as a result of the PPACA, noting firms that tend to drop coverage are smaller employers and employers who employ low wage workers. Other sources have estimated as many as 43 million low wage employees may be dropped into the state exchanges. This would significantly increase taxpayer obligations and further increase the cost of the program. To compensate for the new tax expenses, companies can reduce profits, reduce administrative costs, reduce labor costs (fewer jobs or lower wages), or raise their premiums. The global capital market is highly competitive and many companies already have prevailing incentives to redu ce administrative costs. Therefore, they are more likely to raise premiums or reduce labor costs, or a combination of both. Mercer, an employee benefits consulting firm, revealed in a November 2012 research study that in addition to considering lower-cost plans, two-thirds of companies polled said they would also raise health care costs for workers through higher co-pays and deductibles, regardless of whether the employee is a CEO or a line worker at a factory (Murphy). This is a job destroying law that will negatively affect nearly everyone. The cost of the tax increase will result in lower wages, hire unemployment, lower hours worked per employee, cut jobs, lower profits, lower shareholder returns, less innovation, and higher prices for consumers. The new tax mandate will create access barriers to healthcare and services, further increasing costs. Companies will proceed very cautiously before committing themselves to new investments and employment decisions. The effect this has on economic growth, innovation, and job creation is significantly counterproductive toward the goal of increase growth in this anemic economy. Increased Health Insurance Costs The PPACA imposes a number of new requirements on health insurance companies, including being barred from setting premiums based on medical history, limitation to varying premiums based on age, extending dependent coverage for adult children until the age of 26, and eliminating the lifetime cap on health insurance coverage. The effects on the provisions and taxes will likely be passed onto employers and individuals in the form of higher insurance premiums, especially for younger adults, thereby subsidizing older Americans. The law allows premium costs to vary by a ratio of three to one, based on age. Heritage research specifies â€Å"The natural variation by age in medical costs is about five to one, meaning that the oldest group of non-Medicare adults normally consumes about five times as much medical care as the youngest group.† Under Obamacare, young adults will pay exaggeratedly high premiums, and older adults will pay unnaturally low premiums. Young adults in the exchange, who are under the age of 30, will see an eight percent increase in their premiums (Radnofsky). The ban on establishing premiums based on medical history also increases premiums for individuals who are healthy. Individuals with chronic disease have healthcare expenses three times greater than those without chronic disease. The Kaiser Family Foundation study found that due to the health law’s restrictions on how much prices can vary by age, having older, sicker people participating in the insurance exchanges could drive up premiums for everyone in those exchanges by three percent, or $141 for each enrollee in 2014. Delay Economic Growth The law charges insurance companies and imposes a 40 percent excise tax on individuals with high-premium insurance plans. The excise tax applies to insurance plan premiums exceeding $8,500 for individuals and $23,000 for families, for the cost of combining health savings accounts, medical, prescription drugs, dental, vision, etc. There is a higher threshold for early retirees and high-risk professionals of $9,850 for singles and $26,000 for a family. Until 2019, these thresholds will be indexed to the general price inflation, plus one percent. In CBO’s latest projections, the plan is expected to cost taxpayers $87 billion between 2011 and 2019. The PPACA enforces a new 3.8% investment income tax and an additional 0.9% Medicare payroll tax on individuals with annual income exceeding $200,000 and on families and small businesses with annual income exceeding $250,000. Similar to the previous law’s Medicare payroll tax, the revenue from the additional 0.9 percent tax will be allocated to the Medicare HI Trust Fund. The tax increase is expected to cost this group of individuals $210 billion between 2012 and 2019 (Howard). High tax rates carry economic penalties. They cause taxpayers to base decisions more on tax considerations and less on economic merit. Additionally, high taxes can shrink the size of the tax base, raising less revenue than the causal bystander might assume. A study by Ernst and Young has concluded higher tax rates will result in a significant increase in the average marginal tax rates on businesses, wages, and investment income, as well as the marginal effective tax rate on new business investment (Prante). The study finds that these higher marginal tax rates result in a smaller economy, fewer jobs, less investment, and lower wages. Specifically, the study found that the higher tax rates will have a substantial adverse economic affect in the long-run that includes lowering output, employment, investment, the capital stock, and after tax income. Higher tax rates on wages reduce work effort and labor force participation (Prante). The higher tax rates on capital gains and dividends increase the cost of equity capital, which discourages savings and investment, and reduces capital available for companies to grow. In effect, capital investment falls, which reduces labor productivity and means lower output and living standards in the long run (Prante). These economic destructive policies will impede an already weak economy. Conclusion PPACA’s taxes, penalties, and fees on investors and businesses will decrease the amount of investment in the economy. The law is packed full of taxes on individuals, employers, medical device companies, insurance companies, and pharmaceutical companies. Almost all of these costs will be passed along to employers and individuals in the form of higher insurance premiums, reduced wages and employment, and reduced investment in products and services. In turn, this reduced investment will lead to a decline in productivity. Higher taxes on investments also put upward pressure on interest rates as investors seek to achieve their after-tax desired rate of return. Lower wages reduce the amount of taxable income that could otherwise have been achieved. This will increase the deficit and grow the total debt, putting upward pressure on interest rates and push out some savings that could have gone to new productive business investments. Due to higher interest rates, more American tax dollars will go toward paying the interest on the federal debt rather than paying down principle. Simulations using dynamic analysis estimate that the government would spend an average of $23 billion more per year on interest rate payments between 2010 and 2020 that it would without the PPACA (Campbell). The enactment of the PPACA has and will continue to substantially worsen a dire federal fiscal and economic outlook, accomplishing the opposite of its intention. The actual economic cost in money and jobs will not fully be known for years, but the outlook is dismal at best. Works Cited Blahous, Charles. The Fiscal Consequences of the Affordable Health Care Act. Mercatus Center at George Mason University, n.d. Web. 20 Nov. 2012. http://mercatus.org/sites/default/files/publication/The-Fiscal-Consequences-of-the-Affordable-Care-Act_1.pdf. Dubay, Curtis S. Obamacare and New Taxes: Destroying Jobs and the Economy. Tax Increases in the Patient Protection and Affordable Care Act. The Heritage Foundation, 20 Jan. 2011. Web. 30 Nov. 2012. http://www.heritage.org/research/reports/2011/01/obamacare-and-new-taxes-destroying-jobs-and-the-economy. Graham, John R. Obamacares Medical-Device Tax Kills Patients, Not Just Jobs.Forbes. Forbes Magazine, 06 June 2012. Web. 03 Dec. 2012. http://www.forbes.com/sites/aroy/2012/06/06/obamacares-medical-device-tax-kills-patients-not-just-jobs/. Howard, Paul. The Impact of the Affordable Care Act on the Economy, Employers, and the Workforce. Center for Medical Progress at the Manhattan Institute, 9 Feb. 2011. Web. 21 Nov. 2012. http://www.man hattan-institute.org/pdf/testimony_02092011PH.pdf. Jargon, Julie, Louise Radnofsky, and ALexandra Berzon. Health Care Law Spurs a Shift to Part Time Workers. Wall Street Journal. N.p., 4 Nov. 2012. Web. 2012. http://online.wsj.com/article/SB10001424052970204707104578094941709047834.html?mod=djemHL_t. Murphy, Patricia. Cadillac Tax in Health Plan Would Hit Middle Class Hard. Politics Daily. The Capitolist, n.d. Web. 30 Nov. 2012. http://www.politicsdaily.com/2009/12/17/cadillac-tax-in-health-plan-would-hit-middle-class-hard/. Patient Protection and Affordable Care Act.

Agricultural Wage †Productivity Relationship Analysis

Agricultural Wage – Productivity Relationship Analysis A STUDY ON AGRICULTURAL WAGE – PRODUCTIVITY RELATIONSHIP WITH REFERENCE TO GROUNDNUT CROP IN CHITTOOR DISTRICT (ANDHRA PRADESH) Dr. E. Lokanadha Reddy, Abstract— The increase in production and productivity are influencing agricultural wages. But the results of empirical studies have shown a positive relationship between real wages and productivity. It is also observed that the real wages seem to have declined or remained stagnant in spite of increasing agricultural production. However, a close relationship may be found between wages and productivity. There are number of studies on the agricultural sector in Chittoor district. But the research on agricultural wage – productivity relationship is very limited. This paper aims to study the Agricultural Wage – Productivity Relationship with reference to Groundnut crop in Chittoor district, Andhra Pradesh. An attempt has been made to study the relationship between wages and yield, output price of major crop ‘Groundnut’ for entire district as a whole. A regression model is used to study the relationship. In the present study, the relevant secondary data fo r explanatory and explained variables is collected from the Census of India 1991 : Population Census and also from handbook of statistics and other unpublished official records of the Chief Planning Officer, Chittoor. The primary data required is collected through field survey : 1998-99. In case of female agricultural labour, regarding the lagged yields, the rate of increase in real wages (0.19) is twice as compared to that of money wages. This increase in real wages over money wages reveals that the economic position of the female agricultural labour may be increased due to raise in lagged yields. Owing to the lagged price, the rate of increase in real wages of female agricultural labour (0.39) as compared to the female agricultural money wages (1.41) is approximately one forth. This result shows that about 3/4th of the monetary gains of the female agricultural labour has been taken away by consumer price rise. From this rate of increase in real wages, it may be concluded that the real economic position of the female agricultural labour has been deteriorated marginally. The same variables for the male population is studied and analysed . Further, the same was calculated separately for the three revenue divisions of Chittoor District. Keywords- Agricultrual Productivity; Female Money Wagerate; Female Real Wagerate; Male Money Wagerate; Male Real Wagerate; Regression Co-efficients; I. Introduction The term agricultural productivity we mean the varying relationship between the agricultural output and one of the major input such as land. The most commonly used term for representing agricultural productivity is the average yield per hectare of land. After the introduction of modern agricultural technique along with the adoption of hybrid seeds, extension of irrigation facilities and application of intensive methods of cultivation in India, yield per hectare of all crops has recorded a steep rising trend. Agricultural productivity in India has undergone an abrupt change in the Post-Green Revolution period. But the fruits of green revolution were mostly available to some particular states only, as the introduction of new agricultural strategy was very much restricted into some particular states like Punjab, Haryana and Western Uttarpradesh. Thus while the agricultural productivity in all other states remained more or less static or increased slowly but the agricultural productivity of some crops in those particular states adopting new agricultural strategy has increased substantially. All these had led to a high degree of inter-state differences in agricultural productivity in the country. The condition of Indian agriculture still largely remains backward although it is considered as the backbone of the Indian economy. Agriculture productivity which is composed of both productivity of land and labour as well, is among the lowest in the world. Average yield per hectare in India is quite below the world average in all crops. It is much lower as compared with even the yield rates prevailing in less advanced countries of the world. With the introduction of economic planning in India, although some steps have been undertaken for improving the conditions of agriculture, its conditions have not changed much. In subsistence farming, the relation between wages and productivity is not like that in the modern sector where additional labour is employed to increase output and we imagine an employer equating wages with the marginal product. Wages and productivity are related in the sense that wages are paid out of total product, which depends upon productivity. The increase in production and productivity are influencing agricultural wages. But the results of empirical studies have shown a positive relationship between real wages and productivity. It is also observed that the real wages seem to have declined or remained stagnant in spite of increasing agricultural production. However, a close relationship may be found between wages and productivity. There are number of studies on the agricultural sector in Chittoor district. But the research on agricultural wage – productivity relationship is very limited. Hence an attempt is made to study the Agricultural Wage – Productivity Relationship with reference to Groundnut crop in Chittoor district, Andhra Pradesh. II. OBJECTIVES The following is the objective of the study: To study the Agricultural Wage – Productivity Relationship with reference to Groundnut crop in Chittoor district, Andhra Pradesh. III. METHODOLOGY An attempt has been made to study the relationship between wages and yield, output price of major crop ‘Groundnut’ for entire district as a whole. Therefore the following regression model is proposed to study the relationship. Y = a+ b X1 +c X2 (1) Where, Y = Real/money wagerate X1 = Lagged yield (Quintals per hectare) X2 = Lagged price (Rs. Per quintal) a, b and c are the constants. Both the linear and log-linear models have been estimated to the above model and it is decided that the log – linear model yields good results. Hence, the analysis has been carried out to log – linear model only. The log – linear model is as follows : logY = a+ b logX1 +c logX2 (2) In the present study, the relevant secondary data for explanatory and explained variables is collected from the Census of India 1991 : Population Census and also from handbook of statistics and other unpublished official records of the Chief Planning Officer, Chittoor. The primary data required is collected through field survey : 1998-99. IV. FINDINGS It is proposed to study the relationship between wages with yield and output prices per quintal of groundnut. Between the linear and log-linear estimates; log-linear model gives better results than the linear estimates. The equation (2) given in the methodology is estimated. The results were analysed based on log-linear estimates for the entire district as a whole. The estimated regression equation for female money wagerate is Y = -7.2169 + 0.0821 X1 +1.4356* X2 (0.2840) (0.1258) R2 = 0.9064 , F = 76.8136* * Significant at 5 per cent probability level. The two estimated regression co-efficients of lagged yield (X1) and lagged price (X2) are positive. It means, the effect of these two variables on money wagerate (Y) is positive. An increase in these two variables will increase the female money wagerate in Chittoor district. An increase in one unit of lagged yield will increase the female money wagerate by 0.08 units, but this increase is not significant. Similarly, an increase in one unit of lagged price will increase the female money wagerate by 1.44 units. This increase is significant. Hence, female money wages are influenced by changes in the yield and prices of output. One unit increase in output would result in more than one unit increase in money wage showing the improvements in real wages. With respect to the groundnut yield, the positive co-efficients of yield implying that wages are influenced by changes in the yields. It indicates that the benefits of technology has not reached the agricultural labourers at significant lev el. This indicates that the benefits which accrued to the groundnut farmers through a rise in the output prices also percolated to the agricultural labourers. The co-efficient of constant or intercept is -7.2169. It means the factors which are not considered in the model shows negative effect on female money wages. The collective effect of the two independent variables – X1 and X2 is shown by the value of R2. The value of R2 is 0.9064. It indicates that 90.64 percent of variation in female money wagerate is observed by these two independent variables. The value of R2 is significant. The estimated regression equation for female real wagerate is Y = -4.392 + 0.1886 X1 +0.3938* X2 (0.1505) (0.0666) R2 = 0.7541 , F = 51.4269* * Significant at 5 percent probability level. The two estimated regression co-efficients of independent variables – X1 and X2 are positive. It means the effect of these two variables on female real wagerate (Y) is positive. An increase in these two variables will increase the female real wagerate in Chittoor district. An increase in one unit of lagged yield will increase the female real wagerate by 0.19 units. But this increase is not significant. Similarly, an increase in one unit of lagged price will increase the female real wagerate by 0.39 units. This increase is significant. Hence, female real wages are influenced by changes in the yield and prices of output. The co-efficient of constant or intercept is -4.392. It means, the factors which are not considered in the model show negative effect on female real wages. The collective effect of the two independent variables – X1 and X2 is shown by the value of R2. The value of R2 is 0.7541. It indicates that, 75.46 percent of variation in female real wagerate is obser ved by these two independent variables. The value of R2 is significant. The estimated regression equation for male money wagerate is Y = -6.8562 + 0.0901* X1 +1.4094* X2 (0.0349) (0.0155) R2 = 0.8982 , F = 70.5855* * Significant at 5 percent probability level. The two estimated regression co-efficients of lagged yield (X1) and lagged price (X2) are positive and significant. It means the positive relationship is observed between independent variables X1 and X2 with dependent variable (Y). An increase in these two variables will increase the male money wagerate in Chittoor district. An increase in one unit of lagged yield will increase the male money wagerate by 0.09 units. But this increase is significant. Similarly, an increase in one unit of lagged price will increase the male money wagerate by 1.41 units. This increase is significant. Hence, male money wages are influenced by changes in the yield and prices of output. One unit increase in groundnut price would result in more than one unit increase in money wage showing the improvements in real wages. The positive and significant co-efficient of yield reveals that wages are influenced by changes in the yield. It mean the benefits of technology have reached the agricultural labourers at s ignificant level. It indicates that a rise in the output prices is beneficial to the groundnut farmers which in turn effects the agricultural labourers. The co-efficient of intercept is -6.8562. It means the factors which are not considered in the model show negative effect on male money wages. The collective effect of the two independent variables X1 and X2 is shown by the value of R2. The value of R2 is 0.8982. It indicates a variation of 89.82 percent in male money wagerate is observed by these two independent variables. The value of R2 is significant. The estimated regression equation for male real wagerate is Y = -0.2138 – 0.0513 X1 +0.3252* X2 (0.0189) (0.0835) R2 = 0.6702 , F = 16.267* * Significant at 5 percent probability level. The estimated co-efficient of lagged yield (X1) is negative and insignificant. It means the negative relationship is observed between X1 variable and male real wagerate. An increase in the lagged yield will decrease the male real wagerate in Chittoor district. The estimated co-efficient of lagged price (X2) is positive and significant. It means the effect of independent variable (X2) on male real wagerate is positive. An increase in the lagged price will increase the male real wagerate in the district. An increase in one unit of X1 variable will decrease the male real wagerate (Y) by 0.05 units. But this decrease is not significant. Similarly, an increase in one unit of X2 variable will increase the male real wagerate (Y) by 0.33 units. This increase is significant. Hence, male real wages are affected by changes in the yield and prices of output. The co-efficient of constant is -0.2138. It means the factors which are not considered in the model show negative effect on male real wages . The collective effect of the two independent variables X1 and X2 are shown by the value of R2. The value of R2 is 0.6702. It indicates that, 67.02 percent of variation in male real wagerate is observed by these two independent variables. The value of R2 is significant. V. CONCLUSIONS In case of female agricultural labour, regarding the lagged yields, the rate of increase in real wages (0.19) is twice as compared to that of money wages. This increase in real wages over money wages reveals that the economic position of the female agricultural labour may be increased due to raise in lagged yields. Owing to the lagged price, the rate of increase in real wages of female agricultural labour (0.39) as compared to the female agricultural money wages (1.41) is approximately one forth. This result shows that about 3/4th of the monetary gains of the female agricultural labour has been taken away by consumer price rise. From this rate of increase in real wages, it may be concluded that the real economic position of the female agricultural labour has been deteriorated marginally. Whereas for male agricultural labour, in case of lagged yield is observed that there is a decreasing trend in male real wages (-0.05) and an increasing trend in male money wages (0.09). This results indicates that the declining trend in real economic position of the male agricultural labour. With respect to the lagged price, the rate of increase in real wages of male agricultural labour (0.32) as compared to the male money wages (1.41) is just marginal. This results tells that about 3/4th of the monetary gains of the male agricultural labour has been taken away by consumer price rise. From this rate of increase in real wages, it may be concluded that the real economic conditions of the male agricultural labour has been decreased marginally. references Misra, V.N., and Gupta, S.B.L. (1974). Productivity, wages and its determination in Gujarat Agriculture : An Inter-District Analysis. Indian Journal of Agricultural Economics, vol.XXIX, No.3, July-September, pp.22-34. Pandey, R.K., and Dixit, U.N. (1974). Inter-Temporal Analysis of Productivity and Wages of Farm Labour in Ferozepur District (Punjab). Indian Journal of Agricultural Economics, vol.XXIX, No.3, July-September, pp.34-40. Pandey, V.K., and Pandey, R.N. (1974). Trends in Agricultural Wages in Uttar Pradesh. Indian Journal of agricultural Economics, vol.XXIX, No.3, July-September, pp.70. Sisodia, J.S. (1974). Trends in Agricultural wages in Madya Pradesh. Indian Journal of agricultural Economics, vol.XXIX, No.3, July-September, pp.73. Raju, V.T. (1974). Impact of Green Revolution on Wages and Incomes of Hired Labour in IADP District., West Godavari. Indian Journal of agricultural Economics, vol.XXIX, No.3, July-September, pp.74. Prudhvikar Reddy, P. (1998). Trends in Agricultural Wages : An Inter-Regional Analysis in Andhra Pradesh. Economic and Political Weekly, vol. XXXIII, No.13, March 28, pp. A.15-A.19. Sidhu, H.S. (1988). Wage Determination in the Rural Labour Market – The Case of Punjab and Haryana. Economic and Political Weekly, Review of Agriculture, December, 24th – 31st, pp.A.147-A.150. Kalpana Bardhan, (1973). Factors affecting Wagerates for Agricultural Labourers. Economic and political weekly, vol.VIII, No.26, June 30, pp.A.56-A.66. Pandey, S.M. (1973). Wage Determination in Indian Agriculture : An Empirical Analysis. Indian Journal of Industrial Relations, vol.9, July, pp.83-99. Singh, M.L., and Singh, K.K. (1974). Factors Determining Agricultural Wages – A Case Study. 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Training During The Current Global Recession Management Essay

Training During The Current Global Recession Management Essay The report attempts to find out the possible effects of cutting down the training budgets and deferring training programs during the current global recession as suggested by the senior management. Current and past literature has been reviewed to explore if training is a luxury during the current global recession. Research shows that although during the time of recession when a large number of companies are cost cutting, laying off employees, and compromising on training, Asian firms unlike western companies are focusing on training and development of their employees. In spite of the economic recession; there is a call for managing and attracting the talented employees efficiently. Employers, who will be able to pull the top talent and take on them, quickly build their capacity, hold on to them by providing advancement and development prospects, and direct employees input in line with the broader organizational strategies, will not only survive the current recession but also emerge fr om it with a distinctive advantage. Through training, such employers communicate trust in the employees and thus attain employees commitment and engagement. Moreover the trained employees will be motivated and skillful enough to cope and serve their employers with the rapidly changing knowledge based economies. Training will be an investment whose profit will be earned in post recession period. Thus it can be concluded that in the current global economy, the need for training of the employees has never been greater. Human resource management should chose relevant cost effective methods of training such as E-Learning, distance learning and self directed learning for training line mangers and employees. The blend of various methods can make training cost effective as well as beneficial in increasing productivity of the organization. Introduction Global recession is a phase, faced by most of the countries, all over the world. This economic recession has led to bankrupty of many companies. Companies have been lossing billions of dollars and firing millions of people. Analysts are of the view that this is not the first time and the last time that the global economy is going through recession. (Himachali, S. 2009). Since the Great Depression of the late 1920s, the world economy has experienced recession about every decade or two and, typically, this was followed by steady growth, driven mostly by the many ensuing innovations. Therefore it can be implied that this recession is likely to follow a similar pattern (Ndahi, H. B. 2009) Companies are trying hard to survive by cost cutting, laying off employees and compromisng on employee training and development during recession (Himachali, S. 2009). The global recession is a challenge during the time when there is the globalization of economy; expansion of knowledge based economies and more industries being centered on knowledge-based activities are now offering increased support services. Jeff Immelt CEO of GE believes that during the time of recession just holding on until things get back to normal is an error for most companies what we are seeing now is the new normal, the new world order (Charan 2009). The present report reviews current and past literature to explore if training is a luxury during the current global recession. The report will look at the possible effects of cutting down the training budgets and deferring training programs during the current global recession as suggested by the senior management. It is hypothesized that Training increases productivity of an organization during the current global recession. Review of literature will imply whether or not the managements decision to cut down on the training budget and defer any training programs is justified or not. Here the variable Training is defined as systematic development of the knowledge, skills, and expertise required by a person to effectively perform a given task or job (Patrick, 2000). Landy (1985) defined job training as a set of planned activities on the part of an organization to increase the job knowledge and skills or to modify the attitudes and social behavior of its members in ways consistent with the goals of the organization and the requirements of the job (p. 306). Where as the other variable Productivity of an Organization is defined for the present study as organizational performance in terms of revenue generated, product quality, customer service, optimal performance, customer relations and business reputation. Role of Training of Employees in Productivity of an Organization The goal of training is for employees to master the knowledge, skill and behaviors emphasized in training programs and to apply them to their day-to-day activities (Noe, Raymond A; Hollenbeck, John R; Gerehart, Barry; Wright, Patrick M. 2003). Training can increase employees knowledge of foreign competitors and cultures, which is critical for success in foreign markets. It helps ensure that employees have the basic skills to work with new technology, such as robots and computer assisted manufacturing processes. It helps employees understand how to work effectively in teams to contribute to product and service quality and ensures that the companys culture emphasizes innovation, creativity, and learning. It ensures employment security by providing new ways for employees to contribute to the company when their jobs change, their interests change or their skills become obsolete. It prepares employees to accept and work more effectively with each other, particularly with minorities and wo men. (I.I Goldstein and P. Gilliam, 1990). There is sufficient evidence that training increases job knowledge and skills and in turn, this results in better employee performance (Colquitt, LePine, Noe, 2000; Goldstein Ford, 2002). More over the research shows that the learning can contribute to self-efficacy and job satisfaction (Allen, Poteet, Lentz, Lima, 2004), which in turn can raise organizational performance (Patterson, Warr, West, 2004; Riketta, 2008). A good deal of research has linked individual learning with job performance (Colquitt et al., 2000; Salas Cannon-Bowers, 2001). There is an evidence to suggest that learning engagement can result in greater work role flexibility and willingness to learn new skills (Birdi, Allan, Warr, 1997). Training can be used to foster higher levels of commitment and satisfaction. Several HRD studies confirmed that training practices could enhance employee commitment (Meyer Smith, 2000; Whitener, 2001). Satisfaction with workplace training in an employees overall job experience is crucial. Ranstads 2001 North America Employment Review survey of twenty-six hundred American and Canadian employees found that 80 percent of respondents said receiving training that increases their skills and abilities was a key component of what they looked for in jobs (What Drives, 2001). In fact it has become an important characteristic of the new employment relationship. Roehling, M. V., Cavanaugh, M. A., Moynihan, L. M. Boswell, W. R. (2000) systematically assessed current thinking regarding the nature of the changing employment relationship through a content analysis of the practitioner and academic literatures and reported that the two most frequently mentioned characteristics of the new employment relationship are employers responsibility to provide training, education, and skill development opportunities, and employees responsibility to take advantage of those opportunities to develop and maintai n their skills. Nevertheless the global economy of today makes ongoing learning important throughout an employees career. Employees must continue to learn and grow on the job simply as a requisite for continued employability (Schmidt, S. W., 2007). Significance of Training at Manegerial Level Training shouldnt be confined to employees only. Recession brings stress and many businesses are under threat from the poor psychological state of their  stressed managers during the  global recession.  As stressed executives are more inclined to make wrong decisions that driven by their short term survival but are  not in the  companys strategic direction thus they end up ultimately damaging their business productivity and progress. Thus Managers and leaders need to be trained in this time of stress to trust their intuition and make meaningful decisions based on what is important for their business in the long term. (Zeus and Skiffington, 2004). Organizations are now realizing that workplace expertise is crucial to maintaining optimal performance and adapting to change in todays dynamic business world (Herling, 2000; Krohn, 2000). Training in the principles of social interest, democracy, and encouragement can assist managers in developing the leadership skills to foster collaborative and participative workplaces. Managers educated in participative management typically create satisfied, committed employees (Soonhee, 2002). Employer-employee relationship largely depends upon how well trained mangers are and their effective leadership qualities. Hogan (2002) noted that 60% to 75% of the employees in any organization report the worst or most stressful aspect of their job is the relationship with their immediate supervisor. According to Goldsmith (2004), employees interpersonal competence becomes more important as they achieve more visible leadership status. Most job candidates are hired based on their technical and functional abilities, but these skills recede into the background as individuals assume more prominent leadership positions. Annette Ryan, director of The Effect believes that although business leaders prior to the recession looked like leaders, but actually they were just managing in the good times. The recession demanded leadership skills, not management skills, and so these people came under a lot of pressure. Ryan says the companies that weathered the storm best are those with leaders who c ould make the hard calls, appropriately (SamGanankkan, S. 2010). Impact of Recession on Training Recession has been defended differently by various economies. Top performing economies, including the US and UK, are reducing focus on knowledge development, coaching and mentoring, and other human capital investments, with more firms reporting a decline than an increase in investment in staff development in 2008 (Clarke, M. 2009). The British Chambers of Commerce Quarterly Economic Survey (2008) also reported that firms that were investing earlier in the year are now cutting back investments in plants, machinery and training due to the pessimistic outlook for sales, orders and exports. However, by comparison, in Asia, according to the Economist Intelligence Units Business Outlook Survey, Asian companies are instead taking measures such as cutting business travel costs, reducing inventories and streamlining other budgets to cope with the recession. A minority of Asian firms (just over 40 percent) said that they would cut their training budgets in response to the recession, which was low in the order of priority compared to other measures. This contrasts with the industrialized countries, where a larger number of firms are cutting investments in employees rather than increasing them. (Economist Intelligence Unit, 2009). These findings suggest that emerging market countries will be well-positioned to overtake industrialized countries when the economy improves (Clarke, M. 2009). Impact of Deferring Training during Recession Deferring training means communicating to the employees that there are no long-standing prospects in the company. Moreover it may lead to assertive competitors picking up cream of the company leaving behind less capable employees. Thus companies that can afford to keep training, as part of their regimen will position themselves well for a rebound (Girard, K., 2008). The studies show that this lack of investment in training is detrimental. According to the Global Competitiveness Report 2008-2009, compiled by Klaus Schwab and Michael Porter for the 2009 World Economic Forum in Davos, an inadequately trained workforce was a highly rated problem-factor in doing business in the US, the UK and many other European countries. In comparison, fewer felt this was a major concern in developing markets such as China, India and South East Asia. According to analyst firm International Data Corporation (IDC), businesses are already losing  £19 billion annually because of employees not having sufficient knowledge to do their job correctly. This statistic is staggering and particularly detrimental during hard economic times (Clarke, M. 2009). Employee misunderstanding, resulting from a lack of training and knowledge assessments, can be very costly for businesses; not only in terms of time and money, but also customer relations and business reputation. Additionally, a lack of knowledge and understanding of corporate and industry regulations could potentially result in high costs for the company. Business regulations seem to be constantly changing within every industry, across all sectors, and if employees are not conducting their business in compliance with new laws and policies, they are putting their company at risk of being fined and incurring other such penalties (Clarke, M. 2009). According to the survey of Monster resource center, employers are becoming increasingly tasked with how to handle present workplace changes and managing employees in the short-term. However, the companies that invest in their people now will be a step ahead in retaining their top talent (Monster World wide, inc 2009). Significance of Training During Recession Recession is a perfect time to invest even more in the training and retraining of workers to take on the new challenges of the current financial crisis, and for improved productivity when the economy recovers. The fact that all sectors of the economy are affected by the crisis means that all enterprises will require workers who are skilled, innovative and adaptable to help their company emerge from the crisis strong enough to compete in the global market. Therefore, investing in education and training of human resources should be a priority for every enterprise public and private (Ndahi, H. B. 2009). History shows that in the first few months in an upturn, hiring quickly becomes a front-burner issue, so in fact its a better option to save costs in hiring by investing in nurturing the skills and talent of employees. Investing in employee training during a downturn has the added benefit of improving staff loyalty, commitment and building high-performing teams (Ndahi, H. B. 2009). Chartered Institute of Personnel and Developments (CIPD) Recruitment, Retention and Turnover survey found out that Employers are choosing to focus on retention rather than recruitment in response to current resourcing issues. The report revealed that 73% of organizations find a lack of necessary specialist skills remains the key resourcing challenge, whilst 56% of employers are tackling this by concentrating on retention strategies such as training and career development opportunities with 75% of employers saying that additional training to allow internal staff to fill posts was the most effective recruit ment initiative. (Hesselschwedt, P. 2009). Training and development doesnt only mean to build the capacity of the employees for efficiently performing tasks in the work place. From employees perspective it means respecting and trusting individuals for what they are. According to Kelly International Workforce Survey (Kelly Services, Inc., 2010), during recession the issue of salary and benefits is of secondary importance for all generations. In answer to the question what one factor would be most likely to cause you to leave your organization, most respondents from various regions regarded lack of opportunities for advancement to be the reason for leaving organization. When respondents from various regions were asked as a result of the economic recession are you more loyal to your employer? If yes, why? Most of the respondents regarded positive management (56-70%) to be the reason to stay loyal to the employer, whereas a significant number (37-38%) regarded it to the training and development. It shows that managers training is very significant so that they can impart influential leadership skills. When considering whether to remain in or quit their job, younger workers have a much greater interest in the possibility of career advancement, while more mature workers predominantly focus on the quality of management ( Kelly Services, Inc. 2010). Studies have shown that for small and medium-sized enterprises formal training is not preferred due to high cost for training (Curran et al. 1997; Westhead and Storey 1996), uncertainty and short time horizon (Westhead and Storey 1996), loss of trained employees to other employers due to lack of internal promotion opportunities. Therefore informal training is opted as it is less costly, can be easily integrated into daily operations of the small firm, and is focused on employees specific needs (Hill and Stewart 2000; Curran et al. 1997). Large organizations during recession are facing the similar issues such as uncertainty and difficulty managing finances for training. But as the research for the small firms show that In spite of these seemingly legitimate reasons for preferring informal training, it is argued that failure to provide adequate formal employee training retards development of sustained competitive advantages in small and medium-sized enterprises (Stewart and McGoldrick 1996; Garavan, Costine, and Heraty 1995). And this significance of providing formal training can also be implied to large organizations during recession for high productivity. Need for training has become inevitable since companies today are challenged to expand globally. Because of the increase in global operations, employees often work outside their country of origin to work with employees from other counties. Cross cultural preparation training to educate exaptriates who are to be sent to a foreign country to conduct business successfully in the global market place is vital so that employees must understand the business practises and the cultual norms of different countries (Noe, Raymond A; Hollenbeck, John R; Gerehart, Barry; Wright, Patrick M. 2003). Knowledge Based Economies and Need for Training in Post Recession Economy Analysts are of the view that after recession; customers, competitors and suppliers will have different expectations and behaviors, so business strategies must anticipate and adapt to the new challenges and opportunities (Welch and Welch 2009). Global Competitiveness Report 2008-2009 sketches new dimension of the world economy which is now experiencing globalization, knowledge based economies are being expanded and more industries that were previously not centered on knowledge based activities are now offering increased support services. Firms that do not obtain or maintain necessary skills through workplace education will find themselves excluded from the global value chain (Gorg, Greenaway and Kneller 2008). There are many dimensions in which firms must develop their capabilities, including in the use of new technology, production methods and engagement with global supply chains and networks. No less important is a commitment to investment in learning and development to ensure empl oyees and management are confident, competent and skilled to carry out their roles (Clarke, M. 2009). With the expansion of knowledge-based economies investment in knowledge will be essential in creating competitive advantage in the future (Fauth and Brinkley 2009). All this put a heavier emphasis on training of employees so that they are able to seek knowledge. Thus a lack of investment in people and their knowledge development will threaten the ability of leading industrialized countries to maintain global competitiveness in the post-recession economy (Mizen, P. 2009). Cost Effective Training Methodology During Global Recession Employees can be trained through e-learning, self study, video based training, instructor led training, simulations, apprenticeship, case study, interactive videos, team building and adventure learning, distance learning and job shadowing etc. Although the research shows that the methodologies which involve an instructor or coach were preferred significantly such as instructor-led training, one-on-one training, and job shadowing (Schmidt, S. W., 2007) more than the more solitary methodologies such as computer-based training, or self-study including video-based training (Nordhaug, 1989) as participants prefer a high degree of interaction between an instructor or coach and a student or students (Schmidt, S. W., 2007). But it is expected that the use of training technologies will increase dramatically in the next decade as technology improves and becomes cheaper; companies recognize the potential cost savings of delivering training via desktop computers (M. Van Buren, and W. Woodwell, J r., 2000), especially during and after recession. New training technologies can lower delivery costs and increase flexibility in delivery. (Gupta, H. U. 1996) for example, training delivered by an instructor at a central location requires employees to spend time away from their regular jobs and incurs employee travel costs. Lower delivery costs can be realized by using satellite-based training or distance leaning in which training programs are transmitted via satellite to several locations. Also use of CD-ROM or web base training gives employees the flexibility to participate in training on 24-hour basis at home or work though use of personal computers. (Noe, Raymond A; Hollenbeck, John R; Gerehart, Barry; Wright, Patrick M. 2003). These methodologies can be safely used during recession. An advantage of distance learning is that the company can save on travel expenses. It also allows employees in geographically dispersed sites to receive training from experts who would not be otherwise available to visit each location. E.g. the research and development group at 3M found considerable cost savings by using video conferencing to conduct an eight week class on imaging technology that involved instructors from Europe and USA. (Nadeau, M., 1995 B. Flipczak and B. Leonard, 1996). Without video conferencing the class wouldve cost $100,000 making it too expensive. With video conferencing the course cost only $13,000 (Noe, Raymond A; Hollenbeck, John R; Gerehart, Barry; Wright, Patrick M. 2003). Similarly the self-directed learning requires fewer trainers, reduces costs associated with travel and meeting rooms, and makes multiple site training more realistic. In the same way, although employers have to pay highly for developing interactive video programs and purchasing the equipment yet this is offset by the reduction in instructors costs and travel costs related to a central training location. At Federal Express, interactive video has made it possible to train 35,000 customer contact employees in 650 locations nationwide, saving the company millions of dollars (Hannum, W.H. 1990). In the same way, e-learning trainees are more engaged through the use of videos, graphics, sound and text, which appeal to multiple senses of the learner. Besides enhancing the training experience e-learning can reduce training costs and time. It brings geographically dispersed employees at their locations reducing travel costs (Noe, Raymond A; Hollenbeck, John R; Gerehart, Barry; Wright, Patrick M. 2003). Recession can be an Opportunity Similarly, Lynda Gratton suggests that recessions provide the space for new ideas to flourish while the economic effects can be dire, in the long term recession can have a positive effect on work and working habits (Gratton 2008). For many companies, times of turmoil offer new business opportunities, but taking advantage of them requires fast response, aggressive attitudes, and serious changes to the corporate status quo (Thornton 2009). Visionary leaders will emerge from the recession strong, with an educated and skilled workforce, because they would have invested in training during tough times. They would have realized that education and training constitute a bridge to entering and competing in new market conditions in the global economy (Ndahi, H. B. 2009). Recession is the right time to focus on innovation and creativity. An emphasis on greater market research (which is often neglected because of complacency when times are more profitable) would definitely pay off. Creating new products or services can open the gates for new consumers of products or services. Training is an investment not an expense. Despite any recession, it should be maintained as a continuous process to ensure organizations remain competitive and productive. (Rao, M. S. 2009). Conclusion Thus through the review of literature significance of employee and managers training has been highlighted. Workplace expertise is vital to sustain optimal performance and adapting to change in todays changing business world. Although companies are cutting down training due to global recession, yet research shows that inadequately trained workforce has affected business detrimentally. It is better to spend on retention rather than recruitment, as right after recession highly skilled staff will be required to compete in the global market. Moreover training employees is an investment that leads to staff loyalty and commitment. During recessions, organizations can find ways and means to cut down on unwarranted expenditure elsewhere other than training. Human resource management can chose relevant cost effective methods of training such as E-Learning, distance learning and self directed learning for training line mangers and employees. The blend of various methods can make training cost e ffective as well as beneficial in terms of increased production and improvements in product quality or customer service, raise in organizational performance in terms of greater revenue generated, maintenance of optimal performance, sustained customer relations and business reputation, saving company from the risk of being fined and incurring other penalties. Thus the hypothesis Training increases productivity of an organization during the current global recession is proved to be correct. Therefore training during recession is not a luxury; rather its a necessity. Hence the organizations management is not justified to cut down on the training budget and defer any training programs. In fact recession can be an opportunity for employees to spend time learning and for employers to gain a competitive edge. Recommendations Following recommendations are made for the organizations training program for management as well as employees during recession. The organization should map out the cost effective training related activities and the processes used to accomplish them methodically. Relevant cost effective methods of training such as E-Learning, distance learning and self directed learning for training line mangers and employees can be used. These methods can be used in a combination to maximize benefit and reduce cost. Need assessment should be done before planning training so that training objectives are in line with the organizations strategic goals. The planning process should be initiated with an audit of existing activities and measurement of new employee performance and of turnover outcomes. Whereas the outcomes should be defined and regularly evaluated (Holtan III, E. E, 1996). It is suggested that the organization should focus on collective learning during the time of recession. The organization should take steps to generate, disseminate and retain knowledge about itself. The managers should be trained extensively and through the acquired knowledge, capacity of the other workers should be build. The trainer employees should be appreciated when they are able to share and transfer their knowledge and skills with other employees. As past studies have shown information sharing as a way of involvement, to be linked to better business performance (Gibson, Porath, Benson, Lawler, 2007; Law Ngai, 2008; Lin, 2008). Organizational training can further be used to enhance team learning. It is suggested that training should be provided at managerial level and later trained managers should disperse this learning in team to other members. This will be not only cost effective but would result in stronger shared mental models that can improve performance as Marks, Zaccaro, and Mathieu (2000) and Marks, Sabella, Shawn Burke, and Zaccaro (2002) demonstrated in an experiment. It is proposed that the employees can be trained through the orientation programs learning in the workplace apart from job-training programs. During recession period, apart from the formal training, orientation sessions can be useful and less expensive. Through orientations employees can be trained for short-term period in which they can be provided basic information and the social cues. (Holtan III, E. E, 1996). A part from the formal job training, employees can be facilitated for workplace learning activities which may include all learning activities that occur in the workplace itself, such as on-the-job training, social learning, and informal learning. HR should evaluate employees after these formal and informal learning and should grant employees certificates provided their skills are developed. Moreover the organization should enhance and develop existing training programs because they will help reveal employees learning and areas that need more consideration. According to Clarke (2009) this kind of information helps to prepare future employees for their roles and saves companies the time and money that would otherwise be lost in misplaced and ineffective training programs. Due to the fast changing business scenario and economy, unpredictable market situation and global competition, during the period of recession or after that it is very important that the organization is transformed into a learning organization. It is not unrealistic to visualize for a learning organization that facilitates the learning of all its members and continuously transforms itself [Pedler, Burgoyne, Boydell, 1991]. This can help to increase competitiveness through generative learning that is forward looking and reduces the major shocks of change, through close relationships with customers and other key constituents that allow for mutual adjustment, and through the ability to quickly reconfigure and reallocate resources based on environmental change (Slater Narver, 1995). It is suggested that the organization should use assessment programs to identify the top employees to determine which employees are the most valuable for the business and should be retained. Such employees should be given extensive training and their capacity should be build to train other employees. As employing trainers within the organization would be more cost effective.