Contemporary Moral Issues - Essay Topics to Consider

Contemporary Moral Issues - Essay Topics to ConsiderWhen you are looking for essay topics that can really provide you with some ideas and statements to write, consider the contemporary moral issues. It is in this particular type of essay that you can actually make a statement and provide a vision, even if it is one that may not be very politically correct.Contemporary moral issues are best used when you have a strong political stance or just feel strongly about a specific issue, but you are also open to the idea of criticizing others who don't support your cause. It is an idea that give you the ability to bring out the best in yourself, and the best part about this topic is that if you can write effectively, you can use it to present a very intelligent message.One of the best aspects of contemporary moral issues is that you can be sure that there is a subject at hand that is quite controversial. There is a reason why you are writing this type of essay, and this is because you want to be able to portray the positive side of certain individuals, organizations, or events, and thus, this type of the essay should be written in such a way that you are able to do just that.When writing about contemporary moral issues, you have to make sure that you can express what you are saying. This means that if you are going to be communicating a message that is too politically incorrect, then you will need to alter your message so that it does not be offensive to anyone else. This is the main goal when you are writing an essay, and this can be seen clearly in the case of people who are protesting in the streets or organizing a boycott.Another thing that you must keep in mind when writing about contemporary moral issues is that you must come up with a fresh topic, or at least one that has never been seen before. The reason for this is because most people are very open to ideas, and this means that many other things could be happening and influencing the news and events that are h appening. If you have a new idea, and someone else has an idea that might be better, then you could create a dialogue of sorts with them.There is a large amount of pressure that is put on teenagers today's society, and this includes trying to find out the right opinions that they can use to form their own viewpoints. In today's world, you are often able to find people who would be willing to listen to what you have to say. If you can successfully find someone who is willing to give you a chance, then you could really write a powerful essay with contemporary moral issues.One of the best aspects of contemporary moral issues is that you are able to show a certain amount of honesty. There is a fine line between the two, and you have to make sure that you are able to walk this line. There is nothing worse than writing something that is completely dishonest, and if you are able to do this, then you will be able to write about contemporary moral issues with conviction.

AP World free essay sample

What factors contemporaneous observers attributed the rise and fall of the Muslim empires? which factors made them successful, which factors weakened empires? Discuss overall strengths and weaknesses additional documents to help access rise and fall of Ottomans, Safavids, Mughals? Documents: Document 1: SAFAVID â€Å"great liking for warfare and weapons of war†¦fine soldier and very skilled, and his men so dexterous—use of muskets†? †realm extended and soldiers receive pay all year† ? Paul Simon, missionary to Safavid Court of Shah Abbas The Great in the city of Isfaha, 1605—visitor to Safavid court, therefore perhaps biased in treatment of soldiers and men? court has only the best of the best. Plus biased towards Europe, therefore men are â€Å"little behind our men in Europe. † ? success of the empire was its treatment of the recruited slave youth into the army and bureaucracy? backbone of army and loyal to Abbas I. Document 2: MUGHAL Revenues collected â€Å"3,960. 3 million dams† while expenditures were â€Å"3784. We will write a custom essay sample on AP World or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 2 million dams†, a good â€Å"187. 4† on the imperial household itself, another 359 for the central military establishment and an astounding 3237. 8 on the imperial nobility. ? most of the population in India lived in poverty, the splendor of the regime mostly the Mughal nobility. ?Bureaucracy and army grown bloated and corrupt, peasants and urban workers have lower living standards? warfare (Aurangzeb) and elaborate architecture (shah Jahan) cost empire against Invaders. Document 3: OTTOMAN â€Å"considers each case on its own merits†Ã¢â‚¬â€Ã¢â‚¬Å"no distinction is attached to birth among the Turks†? †honors, high posts and judgeships are the rewards of great ability and good service†: meritocracy in Suleiman the Magnificent’s court: Ottoman Empire has freedom of religion, prevents rebellions from conquered territories. Many advisors to the Sultan, religious scholars, legal experts, dhimmis (people of the book)? underneath ruling class also existed a sizeable merchant and artisan class?  however Busbecq, the Hapsburg Ambassador visited the Ottomans during their â€Å"golden age†, and Suleiman himself killed his own son when he was afraid of a conspiracy (perhaps very good at hiding corruption? fall of empire increase when Ottoman bureaucracy grows corrupt anyway Document 4: MUGHAL â€Å"spend much time in the Hall of Worship in the company of learned men and sheiks†¦Sufi’s obscenities†¦learn ed monks from Europe†¦Christianity†¦religion of [Zoroaster], yogis† written by opponent of religious policies, therefore biased in Akbar’s openness to religion and could have dramatized his meetings with different religions. Akbar fostered tolerance for all religions and wished top remove distinctions between Muslims and Non-Muslims in empire (din I llahi), however by the end of the 16th century, relations between religions worsened, causing conflict that would attribute to the Hindu-Muslim enmity (empire decline) Document 5: MUGHAL â€Å"have an authority almost absolute over the peasantry†¦nothing can be imagined more cruel and oppressive than the manner in which it is exercised† –lived in Ottoman Empire, India, foreign employee of Mughal emperor and French?  easily could have been biased and fed-up with the many officials that made peasants and laborers work their lands for the oppressive demands? caused peasant uprisings and flights that resulted in abandonment of cultivated lands that led to social dislocations that further drained the empires resources—contributed to both the fall of the Ottoman and Mughal empire.  (for Mughal empire: peasant uprisings and revolts by m uslims and hindu princes in the north? growing autonomy of local leaders) Document 6: OTTOMAN â€Å"foreign commerce of the Turks is comparatively trifling†¦ They have few bills of exchange, or any of the modes of transacting business†¦ the watchful avarice of the government produce upon commerce, are striking† ?  british consul and merchant (Europeans have better money standards/trade networks) therefore likely to be biased against the Ottoman Turks and their methods of trade; Ottoman Turks are filled with merchant and artisan classes, therefore â€Å"greed† is likely to be abundant throughout the empire00 government inspecters employed to ensure standard weight were used and would also regulate the entry of apprentice artisans and quality of goods produced—overall trafe was supposed to have been incredibly good, despite Eton’s commentary, but the ottoman wealthy soon did become corrupt and in need for more expensive goods, leading to the demise of the empire Document 7: SAFAVID â€Å"monarch was effeminate and inefficient†¦intoxication of absolute power†¦love of wine, in which this prince oft en indulged to excess, was the cause of all the evils of his reign†? â€Å"to the public officers of government he was severe† –the ambassador to the Safavid Court was British, and during the mid-1600s was when England was still undergoing religious conflicts from the earlier 15th century—most likely religious, therefore could have dramatized the account of Shahs Safi and Abbas the II’s indulgence. Overall, however, the practice of confining the princes to the atmosphere of luxury and intrigue that permeated the court led to a sharp fall in the quality of Safavid rulers. The imperial administration declined, factional disputes and rebellions shook the empire, and the Safavids had little to gain from their treasury? besieged by Afghani tribes Document 8: OTTOMAN â€Å"poor peasants should not be troubled†? For it has been said that the basis of the ruler’s system is the man of consequence, and the raising of troops requires the paying of ready money by the Treasury†¦. granting of justice and the punishment of oppressors†Ã¢â‚¬â€Turkish official, biased towards the Sultan?  in the early centuries, Ottoman sultans were capable (effective administration and tax relief for people annexed to empire; regulation of trade was helpful to economic prosperity of empire, but growth of corruption among ottoman officials leads to regional and local officials obtaini ng revenue for own purposes + oppression of poor = fall of Ottoman empire; overall fall due to growing problems at the center of imperial administration Additional Documents that could help would be accounts from local leaders on the treatment of peasants, more accounts of expenditures throughout the empires, accounts from a non-muslim leader in the government, a military leader who had risen through meritocracy

Substance Abuse Prevention Essays - Substance Abuse, Human Behavior

Substance Abuse Prevention Essays - Substance Abuse, Human Behavior Substance Abuse Prevention Substance Abuse Prevention Community Assessment The community that we have chosen to assess is Springfield, Missouri. Springfield is located in Green County in Southwest. According to the USDC, Bureau of the Census in 1999 the population estimate for the Springfield Metropolitan area was 308,332. The annual population growth rate is 1.8% for Springfield. This is compared to 0.6% for the state of Missouri and 1.2% for the United States. Population density of Springfield is 2,068 people per square mile. Comparatively speaking this density is located between the densities of Kansas City (1,397 people per square mile) and St. Louis (6,406 people per square mile). The average family size of Springfield is 2.96 and the approximate percentage of persons in a family is 77.6%. The age-sex pyramid for Springfield MSA has peaks around 15-24 and 35-44 for both males and females. Overall the chart shows that Springfield has a slow to medium growth pattern. The population of Springfield is predominantly Caucasian while Asians, African-Americans and Hispanics represent a very small percentage of the population. Of the total workforce of 171,577 in Springfield only 3,305 people are unemployed which is 1.9% of the total workforce. Since 1990, as a general trend, unemployment rate has dropped from about 5.6% to the current level. According to the Missouri Division of Workforce Development in August 2000 the total breakdown of persons employed by sector is as follows: Number Employed Percentage of workforce Government 19,600 11.4% Services 49,500 28.9% Finance 8,700 5.1% Retail 33,700 19.6% Wholesale 11,100 6.5% Transportation & Utilities 12,800 7.5% Mining & Construction 8,600 5.0% Manufacturing 23,500 13.7% Other 4,077 2.4% According to the Missouri State Census Data Center, the median household income in 1995-1996 was $31,499 and the BEA Per Capita Income was $25,059. There are several major employers in the Springfield MSA. These include Bass Pro Shops, The Battlefield Mall, Tracker Boats, Prime Trucking, Cox North Hospital, Cox South Hospital, Saint Johns Hospital, John Q Hammons Enterprises, as well as several government state and county offices. The Springfield school systems are also a major employer of the city. The school system is one of the strongest in Missouri. The largest high school, Kickapoo, has received Gold Star and Blue Ribbon national recognition for outstanding secondary schools. The three major problems areas in Springfield are alcohol abuse including dunk driving and use by minors, tobacco use, and use of marijuana primarily among adolescents. These three major problems are influenced by many different risk factors. 1. Factors contributing to alcohol abuse: The two main problem areas that have been noted within alcohol abuse are drunk driving, and minors consuming alcoholic beverages. It seems that many people who drink and drive do so as a direct act of defiance for the law. Other possible risk factor for drinking and driving include peer pressure, and lack of overall law enforcement which leads to feelings of security. Minors consuming alcohol is a totally different situation. This use generally stems from lack of parental influence, depression, resistance to authority, lack of law enforcement, and easy access to alcohol. 2. Factors contributing to tobacco use: There are several risk factors that lead to the use of tobacco products. Generally people begin using as a result of peer pressure, observation of role models smoking, lack of parental supervision, high tolerance for deviance, and exposure to advertising. 3. Factors contributing to the use of marijuana: A few of these factors are rebelliousness, nonconformity to family values, resistance to authority, relatively easy access, and an overall lack of anti-drug enforcement. With these three main problems now established, it is important to see the way that various individuals or groups of individuals throughout the community can help to prevent these problems: 1. Individual: The individual is responsible for making productive decisions that will help to get his or her life back on the right path away from any type of abuse or addiction. Also, the individual must be responsible enough to recognize that there is a problem and ask for help if necessary. 2. Peer Group: It is essential that the peer group provide a supportive network for the individual to overcome his or her problems. It is also the responsibility of the peer group to seek help for the individual when necessary. 3. Parental: The parents play a key role

Current Economic Essay Example | Topics and Well Written Essays - 500 words

Current Economic - Essay Example According to Aversa, May â€Å"was the second month in a row that consumer spending went up by 0.5 percent.† This is a trend showing that May was not merely a fluke, and this could be the start of a sustainable trend. Further supporting that hypothesis was the fact that incomes also rebounded in May. As Aversa asserts, incomes are â€Å"the fuel for future spending.† Thus, it is a reasonable assumption that we could see continued strong performance on this leading economic indicator. Aversa also mentions in her article that construction spending also increased in May by nearly a full percentage point. This increase in construction spending was â€Å"the biggest gain in nearly 1  ½ years,† and was fueled by â€Å"Brisk spending on big government projects, such as hospitals and other health care facilities, and by private builders on commercial construction, such as office buildings, eclipsed continued weakness in the housing sector.† The combined increases in consumer and construction spending arguably illustrate broad economic strength in both the commercial and personal consumer areas leading into the summer months. This article speaks directly to a couple of very fundamental economic indicators. While it is mostly a litany of facts about the state of economic performance in May, the article alludes to the power of incomes and spending to produce a strong economy. Spending, both consumer and commercial, quickly reverberates to other areas of the economy. Without strong consumer and other spending, it is difficult for other factors of economic health to take hold. Manufacturing and production will only result in large idle inventories if spending is low. That means fewer jobs as companies seek to slash there supplies in response to lower demand, and in doing so reduce their overhead costs including employment. On the other hand, strong consumer spending translates into increased manufacturing of supply, which in turn leads to greater hiring and lower

Culture group presentation (American Indian) Essay

Culture group presentation (American Indian) - Essay Example All this contributes to the manner in which in which one would regard his or her profession and make contribution towards richness of the culture and profession. These cultural characteristics are easily observed in a day to day task is carried on by an individual as well. In a country like India, in medical profession, especially doctors are considered to be miracle workers. The trust on the medical profession is immense. Along with the medical training the doctors receive, it is expected that the doctors would be empathetic and compassionate towards the patient whom they are treating with their knowledge. Both these qualities come naturally in the Indian race. Making elderly patients feel comfortable in the dispensary, for ex: giving them a hand while they climb up and down the hospital cots, talking to them to quiet their fears, helping their relatives, will all have a basic element of treating the elders with respect and love which is taught to Indians since their childhood. This factor will be absolutely evident in the manner in which the Indian doctors will treat their patients. Another different characteristic of Indian psychology will be turning to alternative medicine rather than allopathic medicines. Indian traditional medicine also believes in the well being of a person, that is the spiritual, physical and psychological balance of a human being. The harmony in these three factors contributes to the healthy life of a human immensely. Hence the western medicine is also increasingly tilting towards meditation and yoga. Doctor scientist such as Dean Ornish has effectively used Indian therapies in his famous experiment of reversing heart disease and leading a healthy and balanced life. It is not only about homeopathic medicines but also about naturopathic or ayurvedic medicines which people have been taking without any medical consultation and trusting them. Medicinal property ingredients

Obesity and Social Demographics in the US

Obesity and Social Demographics in the US Introduction Obesity is not a new term in America. As a matter of fact this is a health condition that has become common to the American citizens and the rest of the world. Sadly, this is not a laughing matter considering the fact that it has led to a number of deaths in the U.S. So, what is obesity? According to the medical-dictionary this refers to â€Å"an abnormal accumulation of body fat, usually 20% or more over an individuals ideal body weight. Obesity is associated with increased risk of illness, disability, anddeath.† A few years back this health issue was not a major problem to the U.S. However, this has greatly changed considering the effects that obesity has on American citizens. Certainly, there are other countries that are also going through the same health problems but American cases on effects of obesity still tops them all. The benefit of having lower body weight is not a big concern for the Americans. This is the main reason why its citizens are not motivated in any way to ensure that they have the recommended body weight. Hence, obesity is continuously increasing more so in the 21st century. The number of people facing obesity problems in this century is higher as compared to the 19th century. Research by the health experts show that out of ten Americans three of them are obese. The number of deaths that obese cause is more than 120, 000 and to top this, there are also huge medical expenses that these individuals have to face. Obesity is a disease that is actually preventable and necessary measures are now being implemented to ensure that the effects are reduced in the coming years. As mentioned earlier United States has been dominating by having the highest rates of people who are obese. However, this changed in 2013 according to recent Global Post July 8th 2013 that Mexico had taken over as the leading nation having more obese cases. In a study conducted by JAMA (Journal of the American Medical Association) in 2008 it revealed that the rates of women suffering from obese were higher than that of the men. According to this study the women’s rates have been constant over the years as compared to the men’s rate that is constantly increasing. Yearly the effects of obese in America are heavily felt since it leads to â€Å"approximately 100, 000-400,000 deaths† as Blackburn, G L; Walker (2005) points out. This is not all, the health care expenditures are also high, and hence the government and the public suffer in paying for services that would reduce the overall effects of obesity. The effects of obesity in the U.S can either be direct or indirect. The direct effects come about as the expenses that are incurred in paying for care and other required services. The negative effects touch on loss of earnings by the individuals that are suffering from obese and absenteeism from work places. Finkelstein, E.A. and Fiebelkorn (2003) argue that the expenses that are incurred as a result of obesity â€Å"exceeds health-care costs associated withsmokingorproblem drinking†. This clearly shows the extent of damage that obesity is causing in America. Indeed it is a major health issue that needs to be taken care of to save the nation from such huge expenses. Prevalence of obesity in U.S The fact that obesity rates in America have increased since 1962 also means that its prevalence is also wide. People from all walks of life are now obese in America; the children, people from different racial backgrounds, men and women all are constantly coming up as obese. Obesity prevalence according to race According to CDC health statistics the prevalence of obesity with regards to race is uneven. This implies that different races have got different rates of obese individuals. Caucasian race In 2010, the rate of obese individuals from this race was 26.8% according to CDC statistics. The rate of men suffering from the disease was higher than for the women from this race. African American race Statistics from CDC proved that the rate of people suffering from obese that were of the African American race was higher than the Caucasian race. This rate was 36.9%. There is also a difference in the rate of men as compared to women. Women from this race had higher rates of obese cases as compared to their counterparts. American Indian race American Indian rate of obese individuals was higher than both Caucasian and the black American race in 2010. Asian race The Asian race in the U.S. had the smallest percentage of obese cases according to statistics from CDC 2010. Latino race The Latino race rates were close to the rates that the African Americans had i.e. 31.9%. The rates of women suffering from obese were higher than men. Mexican American race This race also depicted a percentage prevalence that was closer to the African Americans i.e. 34.1% Hawaiian race This race depicted the highest prevalence rate i.e. 43.5% in 2010 according to statistics from CDC. Obesity prevalence according to gender Judging from the results mentioned above, women have higher rates of obese as compared to the men. This is also true according to Rippe James that â€Å"30 million men and 36 million women† suffer from obese in the U.S. Obesity prevalence according to age group There is also a notable change in the prevalence of obesity in relation to age group. Years back only the adults were suffering from obese disease. This has changed in the 21st century since children are also obese including those that are adolescent. Obesity prevalence according to state Different states in the U.S also bring about a difference in the obesity cases are throughout the nation. Mississippi stands as the state that has the highest rates of obese cases. Colorado has the smallest rate of obese cases. There are different reasons as to why the U.S. citizens are facing high rates of obese individuals as compared to other nations. Some of the reasons are as discussed below: Diet Diet is the main contributing factor to increased rates of obese cases. Truth be told, the media normally portrays the citizens of U.S. as individuals who are normally busy with their regular hustle and bustle. This thus creates a scenario where parents or the adults do not have time to cook. This makes kids to prefer eating from fast food hotels. According to CBS news (2004), 1/3 of children between the age of 4 and 9 eat from fast food hotels on a daily basis. These fast food restaurants normally sell foods that have high fat and carbohydrate content. They are also preferred due to their affordable prices. Without doubt, foods that have got high fat calorie would easily lead to obesity. It is also evident that most Americans love to eat from these fast foods considering the fact that these restaurants increased their sales over the years. Lifestyle The lifestyle that the American citizens are portraying is also another factor that leads to obese. This is the lifestyle where an individual is not engaged in any physical activity either on a regular basis or an uneven basis. With the advancement in technology more and more American kids are simply idling at home playing computer games, watching television, reading etc. This implies that they do not engage in any activity that would help them burn the calories that they take in. The adults are also â€Å"not active at all† (Rippe James). As a result the regular eating on fast foods restaurants as mentioned above combined with sedentary lifestyle will obviously lead to obesity. Most of the Americans do not engage in physical activities e.g. working out in the gym, morning jogs, walking, swimming etc. Therefore, excess calories in their systems eventually lead to obesity cases and aftermath complications. Social transformation Humans were made to be social in nature. This generally affects their eating habits considering the fact that as more people get together it is normal to have meals to go along with the socialization. This is everywhere, sports zones you will find food being served e.g. popcorns and soda, in parties’ people would want to taste what they have always envied. The same case applies to funerals since individuals are normally served while mourning. The social lives that Americans engage into highly contribute to their eating habits and thus in the end leading to obese cases. The advancement in technology in the U.S. has also paved way for sedentary lifestyles. People spend more time watching TV and posting information on the social sites. News media has also affected social lives of American citizens by focusing too many advertisements on food and the worst part is the fact that children are mostly used in the commercials. This thus motivates the kids to each such food in large quantities. Measures to help reduce obese disease in the U.S On the bright side, Americans are doing the best they can to ensure that obese cases are reduced. Some of the effective measures that are already taking place are advocating of proper eating habits. The banning of junk foods in schools is also helping in making America an obese free nation. Several organizations have made it their duty to pass out a message to the Americans about the effects of obesity and the preventive measures that can be easily adopted right from the tables of the citizens. Food manufacturers in the U.S are also in favor of the initiative to reduce obesity in America. As a result they are trying their level best to manufacture foods that have less sugar, salt and fat content. Conclusion Obesity in the U.S is a serious case keeping in mind that it had led to deaths that can easily be prevented. Thus, it is the duty of people and the society at large to ensure that they strive to make America an obese free nation. One of the best ways to do this is to change the eating habits that are being portrayed in different families. The lifestyles also need to be change and thus people should be advised on the benefits of exercising regularly to burn down the calories that they are taking in. manufactures and other nonprofit organizations need to educate the society on benefits of healthy living. With such measures in place, the prevalent rates of obese cases would certainly reduce to single figured percentages. References: Blackburn, George L, and W A. Walker. Science-based Solutions to Obesity: What Are the  Roles of Academia, Government, Industry and Health Care? (2005). Print. Finkelstein, E A. National Medical Spending Attributable to Overweight and Obesity: How  Much, and Whos Paying?Health Affairs. (2003). Print. Global Post July 8, 2013, 4: 19 PM (2013-07-08).Mexico takes title of most obese from  America. CBS News. Obesity.Gale Encyclopedia of Medicine. 2008. The Gale Group, Inc. 28 Apr.  2014  http://medical-dictionary.thefreedictionary.com/Obesity Rippe, James M, and Theodore J. Angelopoulos.Obesity: Prevention and Treatment. Boca  Raton: CRC Press, 2012. Print. Summary Health Statistics for U.s. Adults: National Health Interview Survey, 1998. Hyattsville,  Md: Dept. of Health and Human Services, Centers for Disease Control and Prevention, National Center for Health Statistics, 2002. Internet resource.

Human resource training and development Essay

1.0 INTRODUCTION Employees play a vital role in organization performance. Effective training and development are very important because it can help an organization to improve on its performance as well as on its productivity. Gilmore and Williams (2009) pointed out that only the trained workforce can effectively respond to the new challenges as well as to the existing ones in their jobs .Basically, skills are capacities and expertise in particular occupation. Gilmore and Williams (2009) continue saying that higher productivity is increasingly driven by skills. Besides, the degree of competitive advantage of a firm depends increasingly on its skilled labor 1.1 Definition of Training Training is the modification of behavior through learning (Kisire, 2010). The main aim of training progress is to help employees to do things differently for better performance and to increase their level of job satisfaction. Basically, training touches on knowledge, skills and abilities. Thus training should be done strategically in order to meet the long term development of the people and achieve organizational goals. In fact, it is only when employees understand very well the right way to do their jobs that the employer can hope for excellent results. 1.2 Justification for Training by (Armstrong 2011) †¢The knowledge or skills cannot be acquired satisfactorily in the workplace or by self directed learning. †¢Different skills are required by a number of people which have to be developed quickly to meet new demands and cannot be gained by relying on experience. †¢The tasks to be carried out are so specialized or complex that people are unlikely to master them on their own initiative at a reasonable speed. †¢When a learning need to be common to a number of people, has to meet that which can readily be dealt with in a training event or programme e.g. induction, essential IT skills, and communication skills. †¢Training helps the organization to gain competitive advantage. That is, the training practices have to help the business to grow and improve customer service by providing employees with the knowledge and skills they need to be successful. †¢Training prepares employees to use new  technologies, function in new work systems such as virtual teams, and communicate and cooperate with peers or customers who may be from different cultural backgrounds. †¢Training helps organizations provide high quality service for example through quick responds to clients needs. 1.3 Development Bernardin (2010) describes development as learning opportunities designed to help employees grow. Developing people in organizational context is to help them to progress within their careers. One key factor in employee motivation and retention is the opportunity employees want to continue to grow and develop job and career by enhancing their skills level of performance and productivity .Gary Dessler (2011) describes training as a process with 4 steps that an employer uses to give new or present employees the skills required for effective performance. Training and development process emphasize on what employees want in training and development opportunities. Providing training to employees benefits both organization and employees themselves. 2.0 DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT †¢Training raises knowledge and skills required for efficient performance of a particular job, while development is a continuous general and dynamic expansion of skills and knowledge, and is aimed at long term career growth rather than immediate performance. †¢Training focuses on short term (basing on the current job) while development focuses on the long term (the future careers) e.g. finding a mentor within your organization to introduce you to the structure and culture at senior levels in your organization and give you more exposure to senior management. 3.0 DIFFERENCE BETWEEN TRAINING AND EDUCATION †¢Purpose of learning: In training the employee acquire new skills and knowledge while in education the purpose is to acquire or deepen mindset or profession. Thus education is general and wider in general purpose than training. †¢Length of the learning process: in education it takes one to four years while in training it takes one to five days or several weeks. †¢Place of delivery: Training is generally imparted at the work place while education is imparted in schools or colleges. †¢Training effect: Training  has immediate effect as compared to education. †¢Change: In education, change program requires one to be skillful at thinking, transformational, deeper and more radical while in training needs to be skillful at doing shallower and more superficial programs 4.0 NEED FOR TRAINING †¢Increases organizational commitment †¢Develops the cognitive, physical and spiritual dimensions of the employee †¢Improves job performance †¢Contributes to flexibility to adapt to changing internal and external factors †¢Develops interpersonal skills †¢Creates an interesting and challenging environment †¢Fosters greater organizational stability less employee turnover and conflicts †¢Helps reduce costs in the secretariat †¢Heightens employee morale †¢Increases knowledge and awareness of the total environment †¢Helps achieve overall organizational objectives †¢Helps retain a competent and efficient workforce †¢Develops creativity and problem solving skills †¢Helps improve and acquire technical skills. 4.1 Aligning Strategy and Training. To be effective, training must play a strategic role in supporting business. Employers today want to make sure their training programs are supporting their firms’ strategic goals. 4.2 Planning and delivering learning events and programs †¢Training Needs Analysis It involves the determination of the types and specific training necessary to improve current knowledge, abilities and skills of the workforce. This can be done through personal, task and organizational level of analysis. The data can come from target participant supervisor’s management, and even from customers, using multiple data gathering methods like survey, interview, observation at work, and performance appraisal results. Other possible sources of training needs are the long-range human resource plans of the company, practices of other organizations, requests for training of affiliate/subsidiary companies, and legislation requirements. The Training Needs Analysis (TNA) results serve as important inputs in designing the  training program. TNA should be done regularly to ensure that training would respond to the needs of trainees. †¢Training Design This pertains to the planning of the entire training program. It starts with the identification of the goals and objectives that should be achieved. The topics or contents to be covered and the appropriate training methodologies for adult learning are then determined. The corresponding visual aids and learning materials are also specified. The training design and the TNA are usually done by the training staff of the organization and sometimes by outside consultants. The services of training consultants are usually availed of the large companies for this purpose. A typical training design will contain these parts: Training Title Venue Date Goal Specific Objectives Sequences of Topics Time Allocation Per Topic Methodology Resources Needed Evaluation The training objectives of the training design are a critical element that should be written properly to be able to decide on the contents, methodology, and the duration of tackling the topics. The preset objectives also become the basis for evaluating the success of the program. The standard criteria for objective formulation is SMART. Whether the training will facilitate the learning of cognitive, affective, or psychomotor skills, it is important that the objectives are specific, measurable/observable, attainable, relevant to training goals, and time-bound. On the other hand, the choices of any or a combination of the following training methodologies will largely depend on the objectives, type of participants, and the duration of the training. †¢Training Implementation Implementation covers the logistical aspects like venue, food, budget,  equipment, resource persons, transportation, and participants. These should be properly attended to during the actual conduct of the training. Therefore, training programs are done within the company or outside depending on the nature of the program and the financial capability of the organization. In cases where the organization has earmarked a sufficient budget for major training program especially for managers, these are done outside of the company with external consultants as trainers. Companies like Fortune Medicare Inc. and Nestle Philippines have this kind of practice. Based on the above-mentioned importance of training, specific training conducted by the organizations may be classified as technical or behavioral training. The skills/technical type focuses on facilitating the learning of competencies related to the employees’ knowledge and skills. The behavioral type, on the other hand, pertains to ensuring the learning of competencies related to the workforce attitudes and habits. †¢Training Evaluation This last phase of the training process requires the assessment of the conduct of the training activity. The evaluation is concerned with the measurement of the training success or effectiveness to establish whether an investment in a particular training has paid off. The training effectiveness is usually determined based on the achievement of the previously set objectives and results, considering the needs, methods, and other areas of training administration. According to Kirkpatrick (1998), there are four levels of evaluating training programs. These are the (1) reaction; (2) learning; (3) behavioral change; and (4) impact to organization. The reaction level measures the participants’ feedback right after the conduct of the training. Feedback are taken related to attainment of objectives, processes, methodologies, time, reading materials, resource persons/facilitators, and other logistics of the training. On the other hand, participants’ learning level determines what specific skills, knowledge or even what they learned is commonly asked at the end of the training period. There are many ways by which the training evaluation can be done. The use of the questionnaire form administered at the end of the training is very often done to measure the reaction level. However, it should be noted that using a questionnaire form is only one of the methods to evaluate training. Other ways to assess training according to Hargraues  and Jarius (2000) are: (1) formal or informal interviews; (2) feedback from line managers; (3) feedback from the Training Unit; (4) meet a cross-section of suppliers or customers; (5) discuss with staff who attended; (6) wander into offices and talk to people; (7) number of requests to attend other events; (8) academic or practical standards reached; (9) formal certification; and (10) a cost- benefit analysis. While the paper & pencil or practical test is used to assess knowledge learning of the participants. A good example of this is the pre-test and post-test method using different designs. The learning is usually also undertaken simultaneously within the reaction level. The behavioural change level assesses the changes on the attitude and/or habits of the trainees after the training that is usually observable at the workplace. This will involve a follow up of the trainees in coordination with the immediate supervisor. Examples of behavioural indicators are attendance, promptness, courtesy, cooperation, and level of participation. The impact to organization level measures the effect of the training on the unit where the trainees belong and on the entire organization. This level can focus on productivity sales profits, and customer satisfaction. 4.3 Identification of Training Needs †¢Appraisal Systems Many organizations see performance appraisal schemes as an integral part of their employee development strategy. Schemes vary considerably from one organization to another, and nowadays may have a variety of names, but almost all of them include the identification of training needs as a key component. Most also consider the longer-term career options available to employees, and allow them to express their preferences. It follows that anyone with responsibility for training and development should influence the design of the scheme and ensure that notice is taken of the information generated by it. This is not always readily achieved. Sometimes the scheme will focus on short-term performance issues, and line managers may not regard the consideration of developmental issues as important. The appraisal may also be considered to be confidential within the department concerned. Sometimes the section covering training and development needs is detachable, so that the training function only gets to see the appropriate information. This approach has its merits, but excludes the underlying performance issues  which contribute towards identifying the training and development needs. There are many issues to be addressed when designing and implementing an appraisal scheme, and some of the aims of the process may conflict with each other. For example, a scheme linked to the determination of pay increases may inhibit the appraisee from being honest about aspects of the job that he or she finds difficult, whereas it is precisely these aspects that must be discussed to identify training needs. Care is required to minimize these conflicts . †¢Survey Methods Surveys can be very useful in the gathering of data, including information on attitudes. People usually participate willingly if the completion of a survey form is not too complex or lengthy and if they think some good will come out of the exercise. When designing a survey you must decide on: 1) the size and nature of the sample 2) the format of the questions 3) exactly how the survey is to be conducted. †¢Interviews Interviewing is a technique that can appear to be very simple when used by an experienced practitioner. Although some people are naturally better at interviewing, the key skills of a good investigative interviewer are all capable of being learned. The first two skills are common to all types of interview – questioning and listening. These two investigative skills are inseparable; one supports and reinforces the other. For trainers these skills are crucial not only at the stage of identifying training needs but also during instruction and evaluation. Many trainers who recognise that the ability to talk well is vital often underestimate the importance of questioning and listening. Hearing, which is an ability that may be difficult to improve, is not the same as listening which is a skill that can be significantly enhanced by training. Questioning is something that everyone can do, but which some people learn to do much more effectively than others. In an interview to determine training needs, the interviewer may be delving into very emotive and sensitive areas. To ensure that the interviewee feels comfortable in talking about these issues, the interviewer must appear to be listening. To ensure that full understanding is attained, the interviewer must not only appear to listen, but must actually do so with real concentration. †¢Job and Task Analysis There are many reasons for analyzing jobs and tasks. One common reason is to provide a basis for job evaluation; another is to be precise about requirements in a selection situation. There are also many different systems of analysis. Some seem to generate a multitude of documents; others use highly involved and sophisticated methodology. Different types of analysis are: Job analysis; Task analysis; Skills analysis and Fault analysis. 5.0 TRANSFER OF TRAINING Be relevant, avoid difficult material. Transfer is more likely if systematic training and just in time training approaches are used. 5.1 Systematic Training We have to ensure that training is specifically designed, planned and implemented to meet defined needs. It is provided by people who know to train and the impact of training is evaluated. Systematic training follows five steps ADDIE) model. Effective training uses the systematic approach with an emphasis on skills analysis. The focus of training should be to develop transferable skills. The training should be evaluated on the basis of the extent to which it has achieved its purpose. 5.2 Just in Time Training It is delivered as close as possible to the time when the activity is taking place. The training will be based on an identification of the latest requirements, priorities and plans of the participants. 5.3 Types of Training Armstrong (2012), indicates that training programs or events can be concerned with any of the following: †¢Manual skills including apprenticeship †¢Information Technology(IT) skills †¢Team leader or supervisory training †¢Management training †¢Interpersonal skills such as leadership, teambuilding and group dynamics †¢Personal skills for example assertiveness, coaching, communicating and time management. †¢Training in organizational procedures or practices such as induction, health and safety, performance management, equal opportunity  or managing diversity policy and practice. 6.0 IMPLEMENTING TRAINING PROGRAMS (TRAINING METHODS) 6.1 On the Job Training On-the-job training is training that takes place while employees are actually working. It means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day. The business benefits by ensuring that the training is specific to the job. It also does not have to meet the additional costs of providing off-the-job training or losing working time. Requirements for effective On the Job Training (OJT) programs by (CIDP 2008a) †¢A policy statement that describes the purpose of OJT and emphasizes the company’s support for it. †¢A clear specification of who is accountable for conducting OJT. If managers conduct OJT, this is mentioned in their job descriptions and is part of their performance evaluation †¢A thorough review of OJT practices (program content, types of jobs, length of program, cost savings) at other companies in similar industries. †¢Training of managers and peers in the principles of structured OJT †¢Availability of lesson plans, checklists, procedure manuals, training manuals, learning contracts and progress report forms for use by employees who conduct OJT †¢Evaluation of employees levels of basic skills (reading, computation, and writing) before OJT. The virtual classroom: This is another training technique as presented by Dessler (2011). It uses special collaboration software to enable multiple remote learners, using their PCs or laptops to participate in live audio and visual discussions, communicate via written text and learn via content such as PowerPoint slides. Informal learning: Informal learning occurs e.g. through capitalizing on work related discussions, for example, to place tools in strategic areas like cafeteria to take advantage of the work-related discussions taking place. Apprenticeship Training: An apprenticeship program combines on-the-job training with academic instruction for those entering the workforce. Also called dual-training programs because of the combined occupational and in-class components, apprenticeships help individuals put their academic skills to practical use in various careers. Whereas internships are often  short-term, rarely lasting more than a year, apprenticeships can last as many as four or five years. Apprenticeships also differ from internships in that most apprentices are paid, with salary increasing as the apprentice completes parts of the program.. Job Instruction Training: (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee’s supervisor but can be a co-worker. Lectures: Don’t start out on the wrong foot. For instance, don’t open with an irrelevant joke or by saying something like â€Å"I really don’t know why I was asked to speak here today.† Give your listeners signals if for example you have a list of items, start by saying something like, â€Å"There are four reasons why the sales reports are necessary†¦.the first†¦. Again be alert to your audience, maintain eye contact with your audience during your presentation, and break a long talk into a series of 5 minutes talks Programmed learning: It is a learning methodology or technique first proposed by the behaviorist B. F. Skinner in 1958. According to Skinner, the purpose of programmed learning is to â€Å"manage human learning under controlled conditions†. The medium can be a textbook, Personal Computer (PC), or internet. Programmed learning is a step by step, self learning method that consists of three parts: presenting questions and facts to the learner, allowing the person to respond, and providing the learner feedback on the accuracy of answers. The advantage is that it reduces training time Computer based training (CBT): A type of education in whic h the student learns by executing special training programs on a computer. CBT is especially effective for training people to use computer applications because the CBT program can be integrated with the applications so that students can practice using the application as they learn. Training via the internet and learning portals. The training may include posting videos, written lectures or power point slides or sophisticated simulations. This method may be applied in colleges where the employer use internet based learning to training. Company’s also convey their employee training through their internal internet portals for example by contracting with service providers such as skill soft (www.skillsoft.com) or for health and safety training, pure safety (www.puresafety.com) to deliver online training courses to the firms employees. Mobile learning: This refers to delivering  of learning content on demand via devices like cell phones and i-phones whenever the learner wants to access it. Audiovisual and traditional distance learning techniques: Audiovisual tools including DVDs, films and closed circuit TV e.g. firms’ use various distance learning methods for training which may include traditional correspondence courses as well as video conferencing and internet based classes. Behavior modeling: It involves showing trainees the right (or Model) way of doing something, letting each person practice the right way to do it and providing feedback regarding performance. The basic behavior modeling procedure is: †¢Modeling: first trainee watch DVDs, showing model persons behaving effectively in a problem situation. †¢Role playing: the trainees are given roles to play in a stimulated situation. †¢Social reinforcement: the trainer provides praises and constructive feedback based on the trainee performs in the role play. †¢Transfer of training: finally trainees are encouraged to apply their new skills when they are back on their jobs In summary: Training and development applies both On-the-job and Off-the-Job training methods On the Job Training Methods: On the job training takes various forms including apprenticeships, job rotation, creation of assistant to positions, orientation, delegation, vestibule training, promotion and transfers and self directed training programs Off the Job Training Methods include training by management institutions, lectures, seminars and conference, case study, brainstorming, management games and role playing 6.1 Advantages of Off-the-job Training method †¢Non production error: the employees are trained outside the work environment therefore they are not involved in production process as in on the job training method. †¢Economy: A large group of trainees are trained simultaneously at a time. †¢Free on production: when the trainees are not involved in production process, the production activities can be carried without any interruption hence, it runs freely, moreover, costly errors and injurious can be avoided †¢Less time of training: training will take less time because the trainees are not involved in production. †¢It is free from pressures of working environment †¢Risk free of damaging organization’s valuable equipment. This is because  they are not trained using organization’s facilities. †¢Off- the- job development techniques remove individuals from the stresses and ongoing demands of the work place, enabling them focus fully on the learning experience. In addition they provide opportunities for meeting people from other departments or organizations. Thus individuals are exposed to useful new ideas and experiences while they make potentially useful contacts. 6.2 Disadvantages of Off-the-job training method †¢Lack of feedback: there is lack of feedback to employees because they are trained away from the organization work environment. †¢Expensive: organization has to prepare extra place for training outside the actual environment. †¢No production: employees are kept away from the actual work place, thus the organization bears cost without output. †¢Outside the work station: employees are unknown with actual machines and equipment thus transfer of training is sometimes difficult. †¢Not effective: as employees are trained in an artificial classroom they are unfamiliar with actual environment as result of which it requires long time for them to learn. 6.3 Advantages of On-the-Job Training Method †¢Organization doesn’t have to pay a training company or college therefore it is less costly. †¢Senior highly skilled and experienced staff can teach new staff the exact skills needed for a particular job †¢The business can acquire an experience in house training team hence no need for trainees to adjust to real work situations and trainers †¢It builds relationships/bonds between learner/teacher in the work place. 6.4 Disadvantages of On-the-Job Training Method †¢Productivity can be interrupted †¢Senior highly skilled and experienced staff has to leave their job to teach/train. †¢Skills learned are job specific leaving staff less flexible to changing roles. †¢Working environment can be busy, noisy and not conducive for learning. †¢It may lead to high rate of spoilage of material and damage of valuable equipment 7.0 IMPLEMENTING MANAGEMENT DEVELOPMENT PROGRAMS Management Development and training is any attempt to improve managerial performance by imparting knowledge, changing attitudes or increasing skills. It thus includes in-house programs such as courses, coaching and rotational assignments, professional programs such as management seminars and university programs such as executive MBA programs. The ultimate aim of such development programs is to enhance the future performance of the organization itself. For this reason the overall management development process ideally consists of assessing the company’s needs for example to fill the future executive openings, appraising the managers’ performance and then developing managers themselves (CIDP 2008a). The program should make sense in terms of the company’s strategy and goals. This means involving top management in formulating the program’s aims and in specifying competencies and knowledge outcomes. The most popular development methods include classroom based learning, executive coaching, 360-degree feedback, action learning, mentoring and job rotation. 7.1 The Management Development Process It includes assessing the company’s strategic needs for example to fill future executive openings or to boost competitiveness, appraising managers’ current performance and developing the managers and future managers. Development programs aim to fill specific positions, such as CEO, for example, GE Caterpillar Company spent years developing, testing, and watching potential replacements for CEO before finally choosing Jeffrey Immelt (Dessler 2011). In any case, assessment is usually part of development programs. 8.0 METHODS OF MANAGEMENT TRAINING PROGRAMS 8.1 On-the-Job Methods On the job methods are usually preferred in management development programs. Often such training is informal. The supervisor trains the worker as he performs the work. David (2009), says there are four major on-the-job development methods: †¢Coaching/understudy Approach: here the trainee works directly with senior manager or with a person he or she is to replace. The training of mangers by his or her immediate supervisors- is by far the most effective management development technique; unfortunately, many managers are either unable or unwilling to coach those they supervise. On- the job  coaching must be tempered with considerable restraint- managers who cannot develop unless they are allowed to work out problems in their own way. †¢Job rotation: It involves shifting mangers from position to position so they can broaden their experience and familiarize themselves with various aspects of the firms operations.The trainee can be a recent college graduate, and spend several months in each department, learning the department’s business by actually doing it. Or can be a senior manager being groomed for CEO by being exposed to a range of domestic and foreign challenges.   †¢Training positions: Trainees are given staff posts immediately under an experienced manager, often with the title of assistant. Such assignments give trainees a chance to work with and model themselves after outstanding managers who might otherwise have little contact with them. †¢Planned work activities: This involves, giving trainees important work assignments to develop their experience and ability. Trainees may be asked to head a task force or participate in an important committee meeting. Such experiences help them gain insight into how organizations operate and also improve their human relations. 8.2 Off-the-Job Methods The most common off the job development methods are in-house classroom instruction and management development programs sponsored by universities and organizations such as American Management association. Almost every management development program includes some form of classroom instruction in which specialists from inside or outside the organization teach trainees a particular subject. Classroom instruction is often supplemented, with case studies, role playing and business games or simulations. For example managers may be asked to play roles on both sides in simulated labor- management dispute. Some organizations send selected employees to university-sponsored management programs. Many major universities have such programs, which range in length from one week to three or more. Off-the-Job Management Training and Development Techniques †¢The case study Method: The case study method presents a trainee with a written description of an organizational problem. The trainee then analyses the case, diagnoses the problem and presents his or her findings and solutions in a discussion with other trainees. E.g. crime investigation, u  can write a script showing all the procedures. The scenario aim is to develop specific training skills, such as interviewing witnesses. †¢Management games: Management games are effective; people learn best by being involved. With computerized management games trainees divide into five or six person groups each of which competes with the others in simulated marketplace. Each group must decide for example how much to spend on advertising, how much to produce, how much inventory and how many of which product to produce. Thus they make computerized decisions. †¢Outside seminars: Many universities and companies offer web-based and traditional classroom management development seminars and conferences. E.g. specialized associations such as Society of Human Resource Management, provide specialized seminars for their professional members. †¢University related programs: Many universities provide executive education and continuing education programs in leadership, supervision etc. these can range 1 to 4 day programs to execute development programs lasting 1 to 4 months. The advanced Management Program of Harvard’s graduate school of Business administration is a well known example according to (Dessler 2011). Students are experienced managers from around the world. The school uses cases and lectures to provide them with the latest management skills. †¢Role playing: The aim of role playing is to create a realistic situation and then have the trainees assume the parts or roles of specific persons in that situation. The role play can trigger the discussions among the role players/trainees. The aim is to develop trainees’ skills in areas like leadership and delegating. †¢Corporate Universities: Many universities particularly the larger ones establish in-house development centers; IBM is one of the examples. In-house development centers typically offer a catalogue of courses and programs aimed at supporting the employers, management training and development program providers and web-based education portals to create packages of programs and materials. For example Brain and Company, a management consulting firm, has such a web based virtual university for its employees. It provides a means not only for coordinating all the company’s training efforts but also for delivering web based modules and cover topics from strategic management to mentoring. †¢Executive Coaches: Firms retain executive coaches to develop their top managers’ effectiveness. An executive coach is an outside consultant who questions the executive boss, peers,  subordinates and sometimes family in order to identify the executive’s strengths and weaknesses and counsel the executive so he or she can capitalize on those strengths and overcome the weaknesses. †¢The Society for Human Resource Management (SHRM) Learning System: SHRM, encourages HR professionals to qualify for certification by taking examinations. The society offers several preparatory training programs. The self-study option includes text and DVD. The college/university option provides classroom interaction with instructors and other students. 8.3 Other Methods †¢Panel Discussion †¢Skill Practice †¢Problem-Solving Activity †¢Questionnaire †¢Role Play †¢Physical Continuum †¢Presentation †¢Synergy Activity †¢Lecturette †¢Observation †¢Project †¢Fishbowl †¢Full-Group Discussion †¢Experiential Activity †¢Feedback Activity †¢Story †¢Inter-group Discussion or Exchange †¢Interviewing †¢Index Card Match †¢Information Sear †¢Anonymous card †¢Demonstration †¢Dyadic Discussion or Exchange †¢Games †¢Group Inquiry †¢Contracting †¢Creative Activity †¢Checklist †¢Closing Circle †¢Brainstorming †¢Case Study †¢Reference †¢Trio Discussion or Exchange †¢Writing Task †¢Self-Assessment and Self-Evaluation †¢Small Group Discussion †¢Whip †¢Peer Consultation †¢Peer Teaching †¢Simulation †¢Read and Discuss †¢Read and Teach Group †¢Mental Imagery 9.0 CONCLUSION Organizations make arrangement for development of its executives so as to improve efficiency of management. Managers need generalized knowledge in lieu of technical skills on particular job. Therefore, training of executives is often known as development. It is good to focus both on Training and development to ensure that our team members are able to perform to the best of their ability, not only in short term (their current job) but also in the long term (their future careers). REFERENCES Bernardin, H. J. (2010). Human Resource Management: An Experiential Approach.5th Ed. New York: McGraw-Hill. Dale Carnegie and Associates (2006), Managing Through People, New York, USA David M.(2009), Human Resource Development. UK. Oxford University Press. Dessler G. (2011), Human resource Management. 12Th Ed, USA, Florida International University Prentice Hall. Dessler, G. (2011). A Framework for Human resource Management. 6th Ed. Delhi: Dorling Kndersley. Kisire, S. J. (2009). Simple Revision Guide Human Resource Management. Nairobi: Bernard Bongo DPW. Noe A.R. (2002), employee training and development 2nd ed. New York, McGraw-Hill. Swart Juani et al (2005) Human resource Development: Strategy and Tactic: UK, Jordan Hill Oxford. Stoner A et al (2009), Management 6th edition, Pearson Education, New Delhi. Williams, S. (2009). Human Resource Management. New York: Oxford University. Wright M. P et al, (2003), Human Resource Management,Ggaining a Competitive Advantage. New York, McGraw-Hill Irwin. CIDP (2008a), Developing Senior Managers’ Fact Sheet (revised in January 2008). CIPD (2008b) Management Development Fact Sheet (revised February 2008)